The COVID-19 pandemic, like other public health emergencies and global crises that have come before, has disrupted organizational life in ways that are both severe and potentially long lasting. Though much attention has been given to the public health and economic fallout of these disruptions, Rudolph et al. (2021) highlight how the pandemic has also altered many core organizational practices and routines (such as telecommuting and virtual work, work–family boundaries and aging employees, careers and job insecurity, among others) that are of interest to scholars in industrial and organizational (I-O) psychology. The effects of the pandemic on these domains have been profound, inviting scholars of organizations not only to consider the implications and recommendations arising from the extant body of knowledge on these topics (as called for by Rudolph et al.) but also to critically examine where this accumulated wisdom falls short of offering the insights needed to address the pandemic.