When the COVID-19 pandemic first hit, businesses across the world were forced to test an entirely remote work model. More than 60% of U.S. employees had transitioned to working from home by mid-April. Many companies found themselves reeling from the initial shock, rushing to manage costs and revise strategies while finding makeshift solutions for employees to work from home. But then, something interesting happened: remote work started to show its benefits. Companies that had previously been reluctant to allow remote work realized that their employees were just as effective working from their homes as they were in the office. The cost of rent was eliminated, as were geographical hiring constraints. Employees appreciated the extra time and increased flexibility that came with not having to commute into an office each day. Companies have begun to offer long-term work from home options. Facebook announced that up to 50% of its employees could be working remotely within the next five to 10 years. Robby Kwok, SVP of People at Slack, penned a blog post stating that most employees would be able to work from home indefinitely. Even at smaller businesses, 74% of CFOs report that they plan to shift at least 5% of previously onsite employees to permanently remote positions post-COVID-19. Finance teams that have historically relied on in-person interactions—to communicate with employees about the purchasing policy, hunt down paper receipts, pass around shared corporate cards, and work with team members to close the books each month—must now operate virtually. How can they empower employees to thrive in this environment?