◼ COVID-19 / US47QILAI SHEN/BLOOMBERG
▲ Claire Tu working
from home in Shanghai
for Reprise Digital,
which recently allowed
half its staff back
to the office on a
rotating basisWithout regular check-ins, employees might
not be working, says Gu Xi, chief marketing offi-
cer at online education startup Higgz Technology
in Beijing. Gu, 25, tightened supervision over her
team of more than 10 during about three weeks of
remote working. She demanded that staffers reply
to all messages on WeChat Work, Tencent Holdings
Ltd.’s virtual office app, within 20 minutes, and she
monitored who was the quickest to read her recom-
mended reading items sent via the app as early as
7 a.m. At the end of ea ch day, staffers had to rank
their performance on a scale from 2 to 10. “If I’m not
harsh, the employees might be working out at home
during the office hours,” Gu says. Higgz recently let
workers return to the office to improve productivity.
They sit at every other desk and wear masks.● How to build
more resilient
companies?
Search company Baidu Inc. estimated that more
than 40% of the country’s businesses still had office
shutdowns in place as of March 3, citing data col-
lected via its map service. Alibaba Group Holding
Ltd., the e-commerce giant that serves as a barom-
eter for the world’s No. 2 economy, warned last
month of a “significant” hit to revenue for the
quarter ending in March because people such as
merchants, couriers, and factory workers couldn’t
get to their jobs. Thousands of its employees
are still working from their homes in Hangzhou,
where Alibaba has its headquarters. That city has
imposed some of the harshest quarantine and
virus-prevention measures outside of Wuhan.
The need for greater trust between employees
and management and for better tools to accommo-
date mass telecommuting are among takeaways
China’s tech companies should consider after their
remote working experience during the outbreak,
says Alvin Foo, managing director of Reprise Digital,
a Shanghai digital ad agency. “It’s a wake-up call
for companies to be really looking into building a
more resilient organization,” he says. After all 400
of the company’s employees worked remotely for
two weeks, Reprise Digital now allows half back to
the office on a rotating basis. “Meeting people in
person also allows you to build back the momentum
that has been lost during the outbreak,” Foo says.
Eric Zhu, 35, a game developer in Beijing, got
a glimpse of what the return to the office might
look like when he had to go to his company’sheadquarters to turn his desktop computer’s power
on—so he could continue accessing files from home—
after a security guard had shut it down. The place
was empty and reeked of disinfectant. “I risked my
life,” he says, half-jokingly. Before heading out, he
left a Post-it on his monitor reminding others not
to switch off the computer. Zhu, who asked that his
company’s name be withheld, is apprehensive about
being in close contact again with colleagues and
commuters. For him, telecommuting hasn’t been
more arduous, he says: “We are result-oriented. As
long as you finish your job before the deadline, no
one cares what you do in the middle.”
A growing number of major companies are mak-
ing work-from-home recommendations as the virus
infects more people around the world and as health
authorities enforce containment measures in regions
with the greatest number of cases. The tech sector,
in particular, has been an early mover: Apple Inc.
is encouraging employees in Silicon Valley to work
from home as an additional precaution against the
outbreak, joining Alphabet, Microsoft, and Twitter.
Global companies may not encounter the same
lower employee morale tied to working from home
as in China, where the broader corporate culture
doesn’t put a high priority on the well-being of staff,
says Marlon Mai, Shanghai-based managing director
for recruitment consulting firm Morgan McKinley.
“China has yet to enter the stage where you can
truly have work-life balance and where companies
have people’s needs foremost in mind,” he says.
“Internet firms have turned 996 into a default set-
ting, and other companies are following suit. To put
it bluntly, workers in this sector are just exchanging
their time for money.” �Zheping Huang and Claire
Che, with Gao Yuan