Date of Conferral

6-13-2025

Degree

Doctor of Business Administration (D.B.A.)

School

Business Administration

Advisor

Ashley Riebel

Abstract

The COVID-19 pandemic and its related restrictions made remote work a defining feature of the modern workforce. Some finance industry leaders lack effective employee engagement strategies to increase productivity in remote work environments. The purpose of this qualitative pragmatic inquiry project was to identify and explore successful employee engagement strategies some finance industry leaders used to increase productivity in remote work environments. This project was grounded in Kahn’s employee engagement theory. The participants were six finance industry leaders from financial organizations in the Northeast and Mid-Atlantic regions of the United States. Data were collected using semistructured Zoom interviews, field notes, observations, and the finance industry public records. Thematic analysis and triangulation revealed six main themes: (a) leadership engagement and proactive support, (b) consistent and transparent communication, (c) technology-driven feedback and monitoring, (d) structural support and routine, (e) emotional connection and recognition, and (f) autonomy and trust. A key recommendation is for finance leaders to implement structured support systems that combine technological tools with authentic, consistent communication. By applying these strategies, finance industry leaders can foster healthier, more inclusive workplaces that benefit remote employees, enhance organizational performance, and contribute to the overall well-being of communities through more stable and engaged workforces. The implications for positive social change include the potential for finance industry leaders to implement targeted employee engagement strategies that promote well-being and psychological safety, strengthen remote connections, and improve productivity.

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