Remote work is about more than just working from home—it means working differently. Organizations should reconsider the appropriateness of their performance evaluation procedures in light of the shift to remote work. This requires a fundamental rethinking of what organizations expect from employees and what companies would look for in a model employee in a remote work context.

        It is likely that the “first to arrive and last to leave” mentality is no longer relevant, but should be replaced by a regard for the quality of an employee’s contribution to the organization. This means that work should be measured in terms of the quality of the work, not just the quality of the process. As remote work is largely unobservable to supervisors, employers need to think about how they can objectively measure the quality of work in a way that is consistent for employees of similar rank.

        Focusing on output alone can have unintended consequences. Employers should think instead about the values and soft skills they want to emphasize in a remote work environment. Qualities like flexibility and the ability to work under minimal supervision might become critical.

        Much has been written about the importance of timely feedback. In the context of a global pandemic (大流行病), firms may want to provide additional support to employees by providing more frequent communication. This allows managers to both keep an eye on struggling employees and provide ongoing feedback on how employees are adapting to their new work environment.

        Compensation also needs to be revisited. The purpose of performance evaluation is ultimately to determine how to reward employees for their work. This means that pay structures need to adapt to the reality of working from home. However, organizations also need to be honest with employees about the financial impact of COVID-19.

        For organizations that have struggled to keep the lights on due to the pandemic, this might mean thinking of non-financial ways to reward employees, like unpaid time off or flexible work schedules. Employers can also consider how to bundle different types of compensation to help employees cope with their unique situations.

解析：A。根据companies、in the context of remote work以及题文同序原则可定位至原文第一段。题干中的companies对应该段第二句开头的Organizations。该句提到，鉴于远程办公这一转变，用人单位应该重新考虑他们的绩效评估流程是否恰当。A项与此相符，其中的performance evaluation原词复现，故为正确答案。

错项排除：B项利用原文中的fundamental rethinking和organizations进行干扰，但这里说的是用人单位要从根本上重新思考他们对员工有何期望，而不是重新思考组织架构的基础，B项曲解原文意思，故错误。原文中没有提到远程办公对员工行为的影响，故排除C项。原文中虽然提到远程办公与在家办公有所不同，但这属于事实描述，并没有明确提到公司应该反思这种区别，故排除D项。