If there's one thing the last few years have proven, it's that people can thrive when given the trust and freedom to do their best work, wherever they are. At CarltonOne, our culture has been built on a simple belief: you don't need to police high performers... they just need to understand where we are going, how to get there and their accountability in that plan ---simply put: empower them.
Until Covid, I never really gave much thought to remote work. However, I realized that these principles are no different for remote or in-office workforce, but the approach of trust becomes that much more amplified and it's one I frequently discuss in conversations about navigating the new world of work.
From my tenure leading the AirMiles business and working with global teams, I know that great work can happen anywhere. I’ve seen the transformations that can happen when teams are freed from the constraints of geography and the inflexibility of synchronous work hours.
There's been no shortage of headlines about employee monitoring software, badge swipe tracking, and return-to-office mandates. But we chose a different path. We chose high trust, not high police. And we've never looked back. There are drawbacks of course with remote workforce --missing out on those in-person, non-planned interactions, but as long as associates understand what they are accountable for and the outcomes they need, I’ve chosen a high trust not high monitoring strategy.
Trust isn't a perk... it's a driving force.
When people feel trusted, they show up differently. They're more engaged, more accountable, and more motivated. But that doesn't happen by accident. It takes intention to create an environment where people feel valued, recognized, and connected to something bigger.
That's where engagement plays a critical role. At CarltonOne, our platform helps us live that philosophy. We use our recognition and rewards technology internally to reinforce a culture where effort is seen, results are celebrated, and teams feel aligned around shared goals. Our team loves our homegrown Bravo program and use it everyday to support and reward colleagues.
It's not just about giving out points or badges. It's about building emotional connection, about helping people see how their work contributes to a larger purpose. When your employees feel that, you don't need surveillance software to ensure they're doing their jobs. They want to do great work because they feel fulfilled doing it and will achieve the outcomes you want.
The ROI of trust
I've found that when you start with trust, you get incredible returns. Teams are more agile, innovation cycles are faster, and people feel empowered to lead from wherever they are. We hire great talent, and then we get out of their way.
Of course, trust doesn't mean a lack of accountability. But it implies accountability is mutual. We set clear goals, communicate often, and ensure that managers are equipped to support—not control—their teams.
The result? A culture that scales without breaking down. A workforce that stays motivated without needing micromanagement. And a leadership team that focuses more on outcomes than on oversight. When people know what they are accountable for, it doesn't matter where they sit.
What kind of culture are you building?
If you're leading a team, especially in a remote or hybrid environment, I'd encourage you to ask this: Are we building a culture of trust or a culture of control?
Because the truth is, you can't force people to care. But you can inspire them to. And when you create the conditions for trust, recognition, and growth you'll be amazed by what your people can accomplish.
At CarltonOne, we're proud to help organizations around the world do just that. And we'll continue to champion the idea that people do their best work not when they're watched, but when they're trusted.
To learn more about the powerful employee engagement tools in the CarltonOne Platform, and how they can help you build a culture of trust, reach out to us here.
