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News BY Erin Behrens | August 11, 2026

What Does Return-to-Office Look Like Now?

TikTok is bringing most of its U.S. workforce back to the office five days a week, adding another major technology company to the growing list of employers moving away from hybrid work.Beginning in September, most U.S. employees who currently work hybrid schedules will be expected to work from the office every day, according to Business Insider. The policy will apply across functions including product, marketing, and advertising sales.The move represents a significant escalation from the hybrid schedules that became standard across much of the tech industry after the pandemic. Companies including Amazon, JPMorgan Chase, and Goldman Sachs have maintained five-day office policies since 2025, pointing to company culture, collaboration, and effectiveness as reasons for bringing employees back. Meanwhile, some companies are framing return-to-office mandates as a way to improve employee well-being. Monique Scroggins, VP of HR total rewards and operations at Lloyds Banking Group, and her team have launched a cost-containment strategy centered on wellness programs. “We focused on return-to-office engagement and having people on site teaching you how to eat clean and healthy, and encouraging you to take walks on your lunch break,” she said during a panel discussion at From Day One’s June virtual conference.The shift suggests that for some organizations, the office is increasingly being positioned as more than a place to work. While the five-day work week hasn’t become the universal standard yet, for HR leaders, the growing divide creates a strategic question: What does an employer gain by requiring employees to be in the office, and is that benefit worth the tradeoff in flexibility?Data from Gallup finds that five in 10 full-time U.S. employees have remote-capable jobs, about one-third prefer fully remote work, and less than 10% prefer to work on-site. The same study found that hybrid workers feel strongly about the benefits they experience from their schedule. “In fact, six in 10 remote-capable employees who work exclusively remotely now say they’re extremely likely to look for a new job if remote flexibility is taken away,” the report states.That gap between employer priorities and employee preferences could make RTO policies a retention issue as much as a workplace strategy. If employees view flexibility as a meaningful part of their compensation, taking it away could push some workers to look elsewhere, particularly as hybrid and remote jobs remain available at other companies.For HR leaders, the challenge is making the case for why employees need to be in the office rather than simply mandating that they be there. If collaboration, culture, learning, or well-being are the goals, companies will need to show employees what they gain from being on-site.Erin Behrens is an associate editor at From Day One(Photo by skynesher/iStock)

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Feature BY Emily McCrary-Ruiz-Esparza | July 23, 2026

The Trust Economy: Marketing in the Age of AI-Generated Sameness

The attention economy has been flipped on its head. Creating highly polished, precisely targeted ad campaigns was once an expensive endeavor, requiring teams, time, and budget. But suddenly, artificial intelligence has flooded the channels with cheap content that’s mass-produced and poorly valued.Trust is now almost as important as awareness, said Renaye Edwards, the global chief operating officer and managing director at the ad firm Ammunition, and it’s relevant earlier in the buying cycle. Consumers have grown skeptical of brands that make grand promises, whether about product value, environmental responsibility, authenticity, or workplace culture. Companies that published road maps toward five- and 10-year goals about corporate values tended to invite scrutiny, opening themselves to accusations of “greenwashing,” “diversity washing,” or “pinkwashing”—labels for the gap between what a company says and what it actually does.Consumers in 2026 are savvier and maybe a little more cynical. Tired of handing their attention to disingenuous companies, they’re looking for brands they can trust, but proving credibility is harder than it’s ever been.‘Today, Customers Own the Conversation’In the trust economy, marketing no longer covers for a brand’s operational or ethical failures. “If your brand is promising something it fundamentally can’t deliver, then you have a much more systemic problem,” said Robin Harrison, CMO of customer-experience technology company Concentrix. Some brands make loftier promises than others, simply by the nature of the business: While a budget airline may be able to get away with an AI-powered chatbot, a home security company would not. “When you’ve got a brand that is premium or it’s high-value or it’s quirky, letting AI do the work for you feels like the wrong thing.”Achieving authenticity is a matter of hewing closely to brand values, according to Angela Johnson, the CMO of Edible Brands, the parent company of Edible Arrangements, known for its fruit bouquets. “Edible has its ‘wow’ factor to protect,” she said. “We have a $75 check average, and it comes in beautiful wrapped branding, red packaging. It’s handcrafted, it’s very personal, and it’s hand-delivered.”While Edible is active on social media and often comments on cultural moments like the World Cup and Love Island, it passed on the 2025 Labubu craze, which didn’t feel elevated enough for the brand, as well as this year’s tongue-in-cheek “bad news for my wallet” meme in which content creators confess their indulgent spending habits. High quality doesn’t mean high-polish, though, and given the personal nature of gift giving, Edible has found better success working with content creators that deliver candid, unpolished exposure. As it builds awareness among Gen Z consumers, the brand has increased its influencer marketing budget by 27% since the initial investment in 2024, while at the same time pulling budget from linear-TV ad buys.“Years ago, companies owned the message. Today, the customers own the conversation,” said Diana Sanicki, head of marketing in North America for construction technology and materials firm Doka, during a From Day One panel discussion in July on authenticity in marketing.Consumers are quick to scold companies that show up uninvited. Just a few years ago, social media users might get a kick out of a witty comment from Oreo’s official Instagram account on another brand’s post or even one from an ordinary user. But tolerance for this attention-seeking behavior is now incredibly low. Comments from brands are often met with a string of replies from annoyed users.If the public no longer really believes the stories that brands tell about themselves, trust can be borrowed from the people consumers already know, like creators and peers. Of course, “the risk of working with content creators and user-generated content is that it requires some surrender of control,” said Sandra Moerch at 3D-software company Autodesk, during the July panel discussion. But when it works, the trust is more likely to last.Highly digital consumers are hungry for the real world and its flaws. Edwards, of the ad firm Ammunition, said that her recent appearance on an uber-polished video podcast didn’t garner nearly as much engagement as an off-the-cuff, low-fi video she made with her front-facing camera. “It feels like we’re almost regressing back to the unpolished version of everything,” she said. “The two are night and day in terms of the way that they perform.” Now that AI makes it possible for a brand to do anything, “everybody’s questioning whether something’s real or not.”Where Trust Is LostIf authentic companies don’t deliver what they stand for, then trust erodes in the gap between the two. AI is proving most valuable in operational infrastructure, not as a substitute for original content or brand identity. In many cases, AI shouldn’t be customer-visible at all, asserts Harrison of Concentrix. “Remember that AI can make operations more efficient and more effective by sitting in the background.”Companies using AI to generate content or marketing insights are just on their way to irrelevance, he says. If everyone is getting their ideas from the same place, then everyone will look and sound the same.As campaigns, products, and even companies become easier to replicate, “the only thing that then differentiates you is your brand and the people you’ve got within the business,” said Edwards. Consumers are easily fatigued, and they’re quick to spot copycats. Once a trend catches on—whether as a meme, a product, or a claim—“people are like, ‘it’s kind of everywhere, so it’s like anything, isn’t it?” she said.In an environment where brands are looking more and more alike, the ones that deliver on their brand promises will stand out. The problem is that when money’s tight, companies often spin up quick campaigns and neglect the hard work of brand-building, which may need a rebrand itself, said Edwards. Given the choice between “brand marketing” and “performance marketing,” which would an executive choose? The temptation is to go for the latter. But Edwards believes the focus on performance is short-sighted, especially when content is abundant but credibility is scarce. “These short-term kind campaigns feel like a means to an end,” she said. “A race to the bottom.”Emily McCrary-Ruiz-Esparza is an independent journalist and From Day One contributing editor who writes about business and the world of work. Her work has appeared in the Economist, the BBC, The Washington Post, Inc., and Business Insider, among others. She is the recipient of a Virginia Press Association award for business and financial journalism. She is the host of How to Be Anything, the podcast about people with unusual jobs.(Photo by atakan/iStock)

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What Our Attendees are Saying

Jordan Baker(Attendee) profile picture

“The panels were phenomenal. The breakout sessions were incredibly insightful. I got the opportunity to speak with countless HR leaders who are dedicated to improving people’s lives. I walked away feeling excited about my own future in the business world, knowing that many of today’s people leaders are striving for a more diverse, engaged, and inclusive workforce.”

– Jordan Baker, Emplify
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“Thank you, From Day One, for such an important conversation on diversity and inclusion, employee engagement and social impact.”

– Desiree Booker, ColorVizion Lab
Kim Vu(Attendee) profile picture

“Timely and much needed convo about the importance of removing the stigma and providing accessible mental health resources for all employees.”

– Kim Vu, Remitly
Florangela Davila(Attendee) profile picture

“Great discussion about leadership, accountability, transparency and equity. Thanks for having me, From Day One.”

– Florangela Davila, KNKX 88.5 FM
Cory Hewett(Attendee) profile picture

“De-stigmatizing mental health illnesses, engaging stakeholders, arriving at mutually defined definitions for equity, and preventing burnout—these are important topics that I’m delighted are being discussed at the From Day One conference.”

– Cory Hewett, Gimme Vending Inc.
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“Thank you for bringing speakers and influencers into one space so we can all continue our work scaling up the impact we make in our organizations and in the world!”

– Trisha Stezzi, Significance LLC
Vivian Greentree(Attendee) profile picture

“From Day One provided a full day of phenomenal learning opportunities and best practices in creating & nurturing corporate values while building purposeful relationships with employees, clients, & communities.”

– Vivian Greentree, Fiserv
Chip Maxwell(Attendee) profile picture

“We always enjoy and are impressed by your events, and this was no exception.”

– Chip Maxwell, Emplify
Katy Romero(Attendee) profile picture

“We really enjoyed the event yesterday— such an engaged group of attendees and the content was excellent. I'm feeling great about our decision to partner with FD1 this year.”

– Katy Romero, One Medical
Kayleen Perkins(Attendee) profile picture

“The From Day One Conference in Seattle was filled with people who want to make a positive impact in their company, and build an inclusive culture around diversity and inclusion. Thank you to all the panelists and speakers for sharing their expertise and insights. I'm looking forward to next year's event!”

– Kayleen Perkins, Seattle Children's
Michaela Ayers(Attendee) profile picture

“I had the pleasure of attending From Day One. My favorite session, Getting Bias Out of Our Systems, was such a powerful conversation between local thought leaders.”

– Michaela Ayers, Nourish Events
Sarah J. Rodehorst(Attendee) profile picture

“Inspiring speakers and powerful conversations. Loved meeting so many talented people driving change in their organizations. Thank you From Day One! I look forward to next year’s event!”

– Sarah J. Rodehorst, ePerkz
Angela Prater(Attendee) profile picture

“I had the distinct pleasure of attending From Day One Seattle. The Getting Bias Out of Our Systems discussion was inspirational and eye-opening.”

– Angela Prater, Confluence Health
Joel Stupka(Attendee) profile picture

“From Day One did an amazing job of providing an exceptional experience for both the attendees and vendors. I mean, we had whale sharks and giant manta rays gracefully swimming by on the other side of the hall from our booth!”

– Joel Stupka, SkillCycle
Alexis Hauk(Attendee) profile picture

“Last week I had the honor of moderating a panel on healthy work environments at the From Day One conference in Atlanta. I was so inspired by what these experts had to say about the timely and important topics of mental health in the workplace and the value of nurturing a culture of psychological safety.”

– Alexis Hauk, Emory University