UKSA

What was the situation?

The impact of Covid-19 highlighted how insecure employment in the watersports industry can be. Many instructors left for more stable jobs, and many were reluctant to return once restrictions lifted. Fewer people were enrolling in Watersports Instructor Training courses, which made it harder to build and maintain a skilled workforce. As a result, a significant gap developed between experienced senior instructors and those with less experience.

What action have you taken?

We focused on making the most of our larger-scale organisation, using our capacity to deliver courses and provide accommodation as an advantage. We introduced new National Governing Body (NGB) qualifications for Activity Instructor and Watersports Instructor roles to help develop skills and attract new talent.

Every staff member now has a dedicated mentor who meets with them monthly to discuss progress, goals, and any challenges they may be facing. One of our Senior Instructors now leads our continuous professional development (CPD) programme, ensuring that training remains relevant and consistent. We also introduced formal training agreements for CPD to support clear expectations.

To improve work-life balance, we reduced the working week for watersports roles to five days and offer fixed-term contracts for a minimum of eight weeks. We also created staff social and development activities, such as a 24-hour sail, to build team spirit and give staff new experiences. Returning instructors are rewarded with a monthly bonus paid in their final pay cheque, recognising loyalty and encouraging repeat employment.

For some instructors, we provide free off-season accommodation to help them support wider UKSA services year-round. Additionally, we have developed a clear progression pathway from secondary school programmes into employment with us, making it easier for young people to see a future in the industry.

What has been the impact?

Instructors now have a broader range of qualifications they can work towards and clear pathways for career development across different areas of the organisation. The balance between different experience levels and working styles has improved, strengthening the whole team. Keeping instructors for two years is now seen as a success, and many who gain experience working abroad return to UKSA later, bringing valuable skills back with them.

What’s the key message to share with others?

Invest in in-house training and development, and plan realistically for a two-year employment cycle. Identify who might step into senior roles and build succession plans. Support those who wish to move on when opportunities within the organisation are limited.

What’s next?

We aim to increase our rate of returning staff and will monitor the success of the Senior Instructor leading CPD. We also plan to improve the clarity of our recruitment messaging so we attract the right candidates and continue to review and learn from these changes.