CarltonOne Engagement

Name: CarltonOne Engagement
Address: 60 Columbia Way, 9th Floor, Markham, ON, L3R0C9, CA
Telephone: 905-477-3971

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CarltonOne Engagement

Transforming how the world measures, recognizes and rewards human performance.

Our mission is to be “The World’s Leading Provider of On-Demand Recognition, Incentive, Training, and Reward Solutions”. CarltonOne Engagement delivers SaaS solutions to industry leaders within the employee recognition, performance, loyalty, and reward management industries around the world. CarltonOne Engagement has developed two patent-pending, proprietary software solutions; Power2Motivate® (P2M®) and Global Reward Solutions® (GRS®). Power2Motivate® (https://www.power2motivate.com) is a global employee recognition, performance, loyalty and reward management software. Launched in April 2007, P2M® is designed to a global standard including fourteen (14) languages, a global currency converter along with a seamless reward management solution that spans over 120 countries globally. Global Reward Solutions® (https://www.globalrewardsolutions.com) is an "on-demand" reward management solution which consolidates reward catalogues from a vast network of global suppliers into a virtual catalogue for seamless ordering, fulfillment and customer service. GRS® is a standalone API that easily integrates with existing loyalty, recognition or performance company's solutions, enabling GRS® Partner companies to offer their clients millions of reward options in over 120 countries around the globe. License Power2Motivate® which also includes Global Reward Solutions® or license the Global Reward Solutions® as a standalone reward management solution...the choice is yours!

10/26/2026

Meaghan Ferneau, Director, Demand Generation, chats about the most popular reward types and explains how reward preferences vary globally across different regions. Listen to learn more 🎧

10/21/2026

A one size fits all approach doesn't really work. Tailoring rewards to different populations helps set CarltonOne apart.

10/15/2026

Managers used to be the most engaged group in the workplace. That is no longer true.

Gallup's 2026 State of the Global Workplace report puts manager engagement at 22% in 2025, down from 31% in 2022. Non-managers sit at 19%. The gap between the two has almost closed, and not in a good way.

The report spans 140 countries and territories, where a single percentage point is around 21 million people.

The manager finding has a consequence that gets lost behind the headline number. Recognition programs are built for whole workforces but run by managers. They notice good work, submit the nomination, approve the award, and deliver it in a way that means something.

When that layer is running on empty, the program underneath it starts to sputter. Nominations slow. Awards go out late, or generically, or not at all.

The catalog is fine. The delivery mechanism is tired.

Worth asking of any program: what does it do for the people responsible for running it?

Read the report summary: https://buff.ly/qLfzc1w

10/14/2026

The hardest part of designing a global rewards program is deciding what stays consistent and what needs to change by market.

The technology is usually the easy part.

If you centralize too much, earners outside your home region start to feel like an afterthought. If you localize too much, the whole thing gets complicated fast and becomes hard to manage.

The strongest programs we've seen, across 190+ countries, work from one principle: philosophy centralized, ex*****on localized.

What stays the same is the why. Every person who earns a reward should receive meaningful, timely recognition that reflects their contribution. That should hold whether the earner is in Frankfurt, Nairobi, Manila, or São Paulo.

What changes is the how. Reward categories that feel aspirational in North America do not always carry the same weight in LATAM or APAC. A recognition moment that feels celebratory in one culture can feel uncomfortable in another. A delivery experience that works well in one country can break in another if language, fulfillment, and support are not localized.

Our 2026 Rewards Benchmark Report puts that variation in plain view. APAC earners skew heavily toward virtual gift cards and premium phones. European redeemers choose eco-friendly and experiential rewards at twice the global average. Latin America is still a tangible-first market. The Middle East is growing fastest through structured corporate gifting.

That's what "glocal" means in practice: one program philosophy, adapted in ways that make sense locally.

When you look at your program today, which side does it lean toward?

Get a copy of the 2026 Rewards Benchmark Report: https://buff.ly/dU5nQai

10/12/2026

Simplifying your program management just got easier.

Meaghan Ferneau, Director, Demand Generation, discusses how with CarltonOne and a single API, you get a true "one-stop shop". Everything is housed under one hood, eliminating the need to source third-party providers to cover gaps in your business.

10/08/2026

There is a limit to how often you can ask employees how they are doing. Survey fatigue is a genuine constraint, not an excuse.

Matthew C***s, global head of employee experience at Xero, discusses it in Benefits Canada alongside advice worth taking. He connects retention risk to ambiguity, where people are unsure of the organization's direction or what is expected of them. And he suggests segmenting employee listening data by performance outcome, because top performers often report differently from everyone else.

Both points hold up. There is also a second data set sitting in most organizations already, usually filed under operations rather than insight.

Reward redemption behavior is continuous and it never fatigues, because nobody is being asked a question. Whether an award gets claimed, how fast, what gets chosen when there is real choice, whether someone engages at all. Every one of those is a signal, generated without adding to anyone's workload.

Surveys capture what people say. Redemption captures what they chose.

One caveat. Redemption data only speaks for the people who took part, and says nothing about the ones who stayed away.

Which is why it works best beside a survey rather than in place of one.

Get his full recommendations: https://buff.ly/O7qWQk9

10/07/2026

The most valuable kind of loyalty never shows up in a dashboard.

Andrew Stern, chief executive at Quilt Software, calls it invisible loyalty. It gets built from personalization that feels human, from shared values, and from trust that accumulates in small interactions.

His examples are deliberately small. A shop owner who sets a bottle aside for a regular. A grocer whose signage names the farm. A jeweler who spends an hour on stone cuts with someone who may not buy today.

None of that is reproducible by software, and Stern is right about that. What is reproducible is the signal underneath it: this was chosen with you in mind.

A member who opens a catalog and finds options that fit their market, their language, their preferences gets a version of that message. A member who finds a generic wall of choices gets the opposite one.

Relevance is the transferable part. It will not replicate a decade with a neighborhood shop. It does not have to. It only has to avoid telling every member they are interchangeable.

Read Stern's full essay: https://buff.ly/pHqYOTF

10/05/2026

Local sourcing sounds simple until you try to do it across 50 markets.

That's where the real complexity shows up.

A lot of program designers treat local sourcing like a catalog decision. Pick locally relevant brands and move on. But the harder part is everything sitting behind that choice.

Here's what in-country sourcing asks for.

Cross-border product compliance. A reward shipped across borders can show up with the wrong plug type, the wrong voltage, a warranty that doesn't apply locally, or packaging in the wrong language. None of that is obvious in the catalog. All of it affects the experience.

Duties, taxes, and tariff exposure. Cross-border shipments create real cost. Sometimes the program absorbs it. Sometimes the earner gets surprised by it.

Delivery consistency. Shipping from one central location to 50 markets creates huge swings in delivery time. Two days in one country. Three weeks in another.

Currency and pricing stability. Local pricing protects both the program operator and the earner from exchange rate swings. Centralized sourcing pushes that volatility into the program.

Doing this well takes local relationships and real infrastructure. That's why our 30-person global procurement team sources rewards locally across every major market, so fast delivery and stable pricing come standard.

Read the 2026 Rewards Benchmark Report: https://buff.ly/dU5nQai

10/01/2026

Two numbers from the same year, pointing in opposite directions.

Kantar's BrandZ ranking put the hundred most valuable brands in the world at $13.1 trillion, up 22% in twelve months. In the same period, Gallup measured global employee engagement at 20%, the lowest reading since 2020.

The two do not subtract. One measures a hundred elite brands, the other polls the global workforce, and Selin Takci of Ponte Collective is careful to say so in the piece.

What the pairing does is raise a question worth answering: how far has what a company sells drifted from what it is actually like to work inside?

Worth adding is why that gap keeps widening.

Outward brand improvement is purchasable. Agencies, media, creative, research. Budget goes in and visible movement comes out inside a quarter.

The interior has never had that shelf. It is slow, spread across thousands of small moments, and hard to show a finance team in the same quarter it was funded.

Budgets follow what can be bought. Not because the inside matters less, but because for years nobody could buy it.

That is the real case for recognition and engagement infrastructure. It makes the interior work schedulable and reportable, which is what it had to become before it would get funded properly.

See the full piece: https://buff.ly/P8YvTiK

09/30/2026

Loyalty is borrowing a lesson from banking. Nick Anastasiades of Benji argues that loyalty points have a mobility problem. Trillions of them sit inside single programs, unable to move between brands or categories.

The Consumer Financial Protection Bureau put outstanding credit card rewards balances above $33 billion at the end of 2022. That gives you the scale.

His case is that standardized connection changes the economics. Partnerships that once took 12 to 36 months can now launch in under six. The integration itself takes two to three weeks.

He is right, and there is a second half to it. Connection solves how programs talk to each other. It does not solve what they have to offer once they are talking.

A program can link into three ecosystems and still show a member in Sao Paulo a catalog built for someone in Chicago. The points move. The relevance does not.

Reward supply is its own discipline. Local sourcing, local currency, local language, and delivery measured in days rather than weeks. Getting programs connected is becoming the easier half of the problem.

Read the piece in full: https://thefr.com/news/how-apis-are-rebuilding-the-loyalty-economy

Address

60 Columbia Way, 9th Floor
Markham, ON
L3R0C9

Telephone

905-477-3971

Website

http://www.carltonone.com/

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