As the COVID-19 global pandemic enters its eighth month, with no definitive date on things returning to "normal," law firms have been forced to change their status quo on pretty much everything. Operating a law firm during this time of crisis has brought with it a unique set of wide-ranging challenges. For instance, while some industries have allowed remote working for years, remote working at a law firm has been rare. Seemingly overnight, firms went from response planning to shutting down offices and sending employees home to work. As the COVID-19 pandemic has progressed, many firms had no choice but to implement a remote work atmosphere in an effort to keep attorneys and staff healthy and comply with mandatory shutdown orders. Law firm management is now pulled in many different directions—from managing communications and crisis response planning, to maintaining continuity of the firm's operations—all while keeping employees engaged and monitoring and tracking performance.  While the pandemic has been mostly taking from everything and everyone in sight, in small ways, it has also been giving back. Firms have generally struggled with employee engagement and the ability to find successful alternatives to the ever-dying annual performance review. The pandemic, however, has provided us with opportunity to cure these challenges.