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1Remote work is about more than just working from home——it means working differently. Organizations should reconsider the
2appropriateness of their performance evaluation procedures in light of the shift to remote work. This requires a
3fundamental rethinking of what organizations expect from employees and what companies would look
4It is likely that the “first to arrive and last to leave“ mentality is no longer relevant, but should be replaced by a
5regard for the quality of an employee's contribution to the organization. This means that work should be measured in
6terms of the quality of the work,not just the quality of the process. As remote work is largely unobservable to
7supervisors,employers need to think about how they can objectively measure the quality of work in a way that is
8consistent for employees of similar rank.
9Focusing on output alone can have unintended consequences. Employers should think instead about the values and soft
10skills they want to emphasize in a remote work environment. Qualities like flexibility and the ability to work under
11minimal supervision might become critical. Much has been written about the importance of timely feedback. In the context
12of a global pandemic (大流行病)，firms may want to provide additional support to employees by providing more frequent
13communication. This allows managers to both keep an eye on struggling employees and provide ongoing feedback on how
14employees are adapting to their new work environment.
15Compensation also needs to be revisited. The purpose of performance evaluation is ultimately to determine how to reward
16employees for their work. This means that pay structures need to adapt to the reality of working from home. However,
17organizations also need to be honest with employees about the financial impact of COVID-19.
18For organizations that have struggled to keep the lights on due to the pandemic, this might mean thinking of
19non-financial ways to reward employees, like unpaid time off or flexible work schedules. Employers can also consider how
20to bundle different types of compensation to help employees cope with their unique situations.
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