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：D。根据题干中的What quality和of great importance可定位至原文第三段最后一句。该句提到，能够灵活变通，在最少的监督下也能工作（the ability to work under minimal supervision），这些素质可能会变得非常关键（critical）。D项对应原文提到的重要素质之一，故为正确答案。

错项排除：关于远程办公环境下重要的员工素质，原文只明确提到了两个，即灵活变通和在最少的监督下也能工作的能力，A项不属于其中之一，故排除。B项和C项在原文中未提及，故均可排除。