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：C。根据题干中的provide timely feedback和during the pandemic可定位至原文第四段开头。该段强调了及时给予反馈的重要性，即公司希望在疫情期间通过频繁沟通来给员工支持，这样做能让管理者留意那些有困难的员工，并就员工对新工作环境的适应情况作出持续的反馈。由此可知，公司及时提供反馈可以帮助有困难的员工适应新的工作环境，故C项为正确答案。

错项排除：A项利用原文第二段结尾提到的“雇主们需要考虑如何客观地衡量工作质量，且对级别差不多的员工保持标准一致”进行干扰，但这与公司及时提供反馈无关，故排除。B项利用原文中的keep an eye on struggling employees进行干扰，但这里的struggling employees指的是有困难的员工，而不是表现差的员工，故排除B项。原文中虽然提到了与员工频繁沟通，但其意义不在于保持联系，而是给员工提供支持，故排除D项。