Renowned for his strategic mindset, problem-solving skills, and ability to drive results through streamlined processes, Dave Fulk CEO of Reputation Rhino and Partner at Profectus Capital Management is an expert at building and inspiring high-performing teams. Having led his businesses remotely for years, Dave has developed actionable strategies that leaders across industries can implement to energise their teams, even from a distance.
At an exclusive, invite-only event attended by some of the country’s most innovative entrepreneurs and business leaders, Dave was asked to share how he keeps his remote staff highly engaged even when the closest interaction is over Zoom. Long before remote work became widespread due to COVID-19, Dave had already mastered the art of running multimillion-dollar businesses from afar. With virtual teams now the new norm, he’s opening up his playbook to share what works.
Here are Dave Fulk’s top strategies to keep a remote team highly motivated, engaged, and performing at their best:
- Incentivise Them
Dave’s first rule: use spiffs—short-term, specific incentives issued daily, weekly, or monthly. They don’t always need to be monetary, but the more creative and personalised, the better the results. Incentives tied to personal goals (like health, holidays, or family milestones) are more powerful than generic ones.
If you want top-tier talent, compensate accordingly. High performers expect to be paid what they’re worth—don’t undercut excellence.
- Empower Them
Stop micromanaging. Trust your team enough to take ownership, make decisions, and yes, even make mistakes. True leadership means pushing your team into positions where they can thrive—not standing in their way.
Invite both input and feedback—two distinct things. Input is gathered before decisions are made, offering a sense of inclusion. Feedback is requested after the fact, helping to shape future processes. Dave promotes open dialogue through “Talk About It Tuesday” and a dedicated Suggestion Slack channel.
Take zero credit. Give all of it to your team. True leaders don’t need recognition.
- Invest in Them
Consistent training is key, regardless of tenure. Dave has sent team members to seminars and even invested in Disney Institute programs. Support their passions and career growth with relevant learning opportunities.
Cover costs for things like Audible subscriptions or mentoring sessions. These small investments can create a huge impact.
- Surprise Them
From unexpected guest appearances during meetings to virtual rap battles and personal gifts (like a Christmas tree for a festive employee), Dave injects spontaneity into his company culture to keep things fun and engaging. - Support Them
Give your team the tools and resources they need to succeed. A manager’s job is to remove roadblocks and clarify expectations.
Let them know where they stand—don’t wait until it’s too late. Dave uses a KPI dashboard with green for progress and red for areas of concern—making performance tracking visual and clear.
- Appreciate Them
A simple “thank you” goes a long way. Dave regularly sends texts, handwritten notes, UberEats gift cards, and Starbucks treats to show his appreciation.
Celebrate launches, project completions, and year-end milestones with events or small gifts to honour your team’s efforts.
- Celebrate Them
Use platforms like Bonus.ly to reward team members with points that can be redeemed for gift cards. Recognise both work and personal achievements—new homes, babies, volunteer work, etc.
People aren’t just employees—they’re humans first. Honour their full lives, not just their job titles.
- Inspire Them
Share your vision openly. A team without a shared purpose will never thrive. Dave uses Motivational Mondays to kick-start the week and What’s Good Wednesdays for personal gratitude sharing. These short rituals set a positive tone.
Be transparent and vulnerable. Your team will respond to authenticity more than authority.
- Energise Them
Bring energy with creative tactics. Dave created a custom Morning Hype video, once shaved his head live during a meeting, and hosted virtual happy hours complete with a professional Blackjack dealer.
Immediate rewards via tools like Venmo keep morale high and motivation strong.
- Question Them
Following his Big 3 Monday meeting, Dave conducts regular check-ins throughout the week to ensure expectations are met. His mantra: Inspect what you expect.
Leaders must take full accountability. If your team isn’t performing, it reflects on your leadership. Own it and improve it.
Final Word from Dave Fulk
“If there’s one message I want every leader, CEO, or business owner to remember, it’s this: ‘Employee appreciation shouldn’t be reserved for one day. It should be embedded in the DNA of your company culture.’ Your people are your greatest asset—treat them like it.”
Don’t wait for a holiday bonus to express gratitude. Make appreciation part of your everyday leadership.
