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For naturally positive people, working with more ‘negative’ personality types can be a bit of a challenge (and vice versa, to be fair). On a yacht, a crew is made up of all types of personalities, and — newsflash — this diverse range of people is crucial to both the crew’s dynamic and the yacht’s operations.
However, for a captain or Head of Department (HOD), it can be genuinely challenging to handle a crew member who seems to constantly challenge or counter your view with a less-than-positive response.
Here are a few points to consider when dealing with a ‘less positive’ crew member:
You might fall into the trap of thinking that this crew member is ‘toxic’ or ‘dangerous’ to crew morale, but, assuming their natural negativity bias doesn’t escalate into bitterness or anger, that’s not usually the case.
Crew members with a more negative bias have an important place in any well-rounded crew dynamic. Research suggests that people in slightly negative mindsets tend to be more alert to potential problems, have better memory recall, and possess stronger analytical skills. This may be because they are naturally more vigilant for threats, heightening their observation, recall, and analytical abilities. In this way, they are a true asset to the yacht — even if it doesn’t feel that way when they’re critiquing your latest idea.
The crew member who always seems to find a flaw in your ideas is likely just being true to their nature — they feel a responsibility to highlight any risks or weaknesses they perceive. It’s simply how their brain operates. If you want a crew that’s detail-oriented and can foresee logistical hurdles — whether it’s about sourcing a spare part in a remote location or anticipating rough weather for a beach picnic — then this personality type is invaluable. The next time they express doubt, detach your personal feelings and dig deeper into their concerns. Is their viewpoint purely subjective, or do they have a valid point?
If you ignore a person with a tendency towards negativity, they may, over time, become the toxic crew member you are trying to avoid! Ask for their thoughts and reasoning. They’ll feel valued and heard, and you’ll gain a more comprehensive understanding of the situation — even if you decide not to follow their recommendations.
While it’s fine to have someone who spots potential problems, not everyone needs to be a constant ray of sunshine in the crew mess (and wouldn’t that be exhausting!). But if this person’s negativity starts to noticeably bring down the mood, especially if they’re directing negative remarks towards others, it’s time to have a quiet word. A gentle conversation might go like this: “Look, I don’t take your comments personally, but some of the younger crew are feeling a bit bruised or deflated by your more negative remarks. Let’s dial it back a bit. I know you don’t want to make anyone uncomfortable in the crew mess.”
People who frequently notice flaws in others are often highly aware of their own perceived ‘failures’. It’s part of their heightened threat awareness. This can make them quite sensitive to feedback. When you need to address concerns or discipline a more negative crew member, it’s best to do so gently, sandwiched with positive feedback. They’re likely to fixate on the one negative point you raise and dwell on it endlessly, so there’s no need to be heavy-handed.
If a crew member becomes overly negative, you can choose to steer the conversation in a different direction or simply walk away. This will send a clear signal that you won’t entertain that kind of dialogue.
Set the example you want the crew to follow. If you maintain a positive attitude, the more negative members of the crew will recognise that you mean business. You’re creating a culture, and they’ll decide for themselves whether they fit into it. It’s not about being overly cheerful, but about establishing the tone you wish others to adopt.
Good luck!
