When analyzed globally, we see that employee engagement surveys always lead to the same results: too little recognition, too little personal attention from the manager, and limited learning and development opportunities. This widespread dissatisfaction is often the result of what is known as the watering can approach — an outdated method where resources are sprinkled evenly across all employees, regardless of their individual talents and resources, needs, or aspirations.
What does this lead to? It leads to frustration, unexploited potential, and oftentimes, costly employee turnover. A workforce that feels undervalued, disengaged, and disconnected from the organization’s goals. The watering can approach is not only inefficient, but it also fails to foster real employee engagement or unlock the unique talents within your team – existing potential is not used.
There are many root causes behind this issue, one of the most common being the tendency to treat all employees the same, rather than recognizing their individuality. This is where resources are sprinkled or distributed across employees regardless of individual talents, behaviors, or personal needs. The results are poor, yielding limited benefits, and here’s why: The Watering Can Approach simply does not work in today’s dynamic workplace.
Failure to Build Relationships
Studies show that employees who have mutually respectful relationships with their employers are more likely to be happy, loyal, and productive in the long run. Effective employee recognition and development require more than generic programs—they demand genuine, one-to-one communication and individualized support. Employees need more than a warm-fuzzy feeling or an above-average remuneration to invest in their work quality and achieve more for the organization.
People want purpose and meaning from their work. They want to be known for what makes them unique. This is what drives employee engagement.
Measures that extend from one manager outwards to meet multiple employees can’t possibly be as effective as individualized employee development tailored to each person’s strengths and goals.
Collective Distrust
Employees who feel unrecognized or undervalued are unlikely to work to their fullest potential. They’re equally unlikely to be energized by a series of video lectures, a workshop, or even a motivational team talk. When used alone, such initiatives are a waste of resources, not only because they are impersonal and inaccurate, but because they do nothing to help individuals feel recognized or valued. Such measures foster collective distrust, as employees feel their personal fulfillment is not a priority. This is why real employee engagement requires a shift from mass solutions to personalized learning and development.
Unexploited Potential
Every individual brings a unique set of talents, skills, and behaviors to the workplace and these can either be harnessed or squandered. When resources are distributed without taking into account how to bring out the best in every employee, potential often goes unrealized and everyone suffers—the individual lacks confidence, while organizations wait for great things to happen from a workforce that no longer feels capable. The watering can approach stifles growth and innovation, while personalized learning and targeted development unlock true potential.
The Solution: Individual Empowerment
Ultimately, the solution is individualized empowerment. We should put our energy into initiatives that are tailored to each employee as a unique team member and asset. No more sprinkling of resources, but targeted actions that benefit all. By embracing individualized employee development and meaningful employee recognition, organizations can foster a culture of engagement, trust, and high performance. Individualized learning and one-to-one communication empower employees to grow, contribute, and feel truly valued.
