Renowned for his sharp business acumen, expertise in process optimization, and talent for overcoming challenges, Dave Fulk—CEO of Reputation Rhino and Partner at Profectus Capital Management—has built a reputation for assembling and motivating high-performing teams that consistently deliver results. Leading remote teams for years, Dave Fulk has mastered the art of inspiring employees from afar, developing practical strategies that any leader can implement.
At an exclusive event attended by some of the country’s most innovative business owners and entrepreneurs, Dave was invited to share his best techniques for keeping his team engaged—even when the closest interaction happens via Zoom. Long before the pandemic made remote work mainstream, Dave was already managing his companies virtually to gain more control over his time. But once COVID hit, questions poured in about how he effectively runs multi-million-dollar businesses remotely. Now, with remote work being a standard practice, Dave is excited to reveal his proven methods for inspiring teams from anywhere in the world.
Here are Dave’s go-to strategies for keeping his remote team performing at their best without losing momentum:
- Incentivize them
Dave’s first tip is to offer spiffs—short-term incentives—on a daily, weekly, or monthly basis. These don’t always need to be cash rewards; they can be tailored to individual preferences, such as fitness goals, vacations, or celebrating personal milestones like a new baby. Personalized rewards tend to be far more effective than generic ones.
If you want to attract and retain top talent, be prepared to pay for it. “A” players expect top compensation, so being cheap will only cost you in the long run.
- Empower them
Show your team you trust them enough to make mistakes rather than micromanaging every step. Avoid being the bottleneck and instead encourage leadership at every level. Push your team into roles where they can shine.
Ask for both input and feedback—two very different things. Before making decisions, gather their input (though you’re not obligated to act on it). Afterward, seek regular feedback to improve processes. Dave’s companies use “Talk About It Tuesday” and a dedicated Slack suggestion channel to foster open communication.
Give your team all the credit and take none for yourself. Leaders and entrepreneurs shouldn’t need personal recognition.
- Invest in them
Offer regular training to every team member, regardless of their tenure. Dave highly recommends Disney Institute programs for top-tier training. Send your team to relevant industry events and discover their personal interests, then fund training in those areas.
Cover the cost of their Audible subscription or a book membership to keep their minds engaged. Also, pair each employee with a mentor who can make a lasting impact on their career and personal development.
- Surprise them
Keep things fun and unpredictable. Dave has surprised his team with random guest appearances in meetings, spontaneous rap battles, and even sent a Christmas tree to an employee who’s obsessed with the holiday. - Support them
One of your main responsibilities as a leader is to equip your team with the tools and resources they need to succeed. Identify obstacles and remove them. Another critical role: provide real-time feedback so your team always knows where they stand. If someone’s performance isn’t meeting expectations, they should never be caught off guard if termination becomes necessary.
Dave uses an online dashboard to track KPIs and metrics. Green means things are on track; red signals problem areas. This way, there’s no ambiguity—everyone knows if they’re winning or losing.
- Appreciate them
Never underestimate the power of a simple “thank you.” It costs nothing to send a quick text of appreciation, but Dave also takes it further with gestures like buying UberEats meals, sending handwritten thank-you notes, or gifting Starbucks cards. Hosting seasonal parties, product launches, or year-end celebrations also helps recognize employees who are helping turn your vision into reality. - Celebrate them
Dave uses Bonus.ly, a platform where employees earn points they can redeem for gift cards. This system integrates with Slack, allowing the whole team to see and celebrate small wins in real time. Celebrate both professional and personal milestones—whether it’s a work anniversary, buying a house, welcoming a baby, or volunteering for a cause they care about. Your employees are human beings first, and valuing them beyond their work roles is crucial. - Inspire them
Be transparent about your vision—don’t keep it to yourself. Run energetic, productive, and positive morning meetings. Dave swears by his “Motivational Mondays,” designed to kick off the week with purpose. On “What’s Good Wednesdays,” every team member shares a quick highlight from their personal life. This helps set a positive tone for the day.
Be real with your team—show vulnerability and authenticity. Don’t act like a distant, unapproachable boss.
- Energize them
Dave loves creative ways to build excitement. His custom Morning Hype video, head-shaving stunt during a team meeting, and Virtual Happy Hours (complete with a hired blackjack dealer) are just a few examples. Whenever possible, Dave also delivers instant gratification, like immediately sending Venmo payments to spiff winners. - Question them
Building on his “Big 3” Monday meetings, Dave follows up with brief daily check-ins from Tuesday through Friday. He encourages leaders to “Inspect what you expect”—meaning clearly define expectations and follow up to ensure they’re being met.
Most importantly, embrace full ownership of your team’s performance. As the leader, CEO, or business owner, the results your team delivers ultimately reflect your leadership.
If there’s one key takeaway Dave wants every leader to remember, it’s this:
“Employee appreciation shouldn’t be reserved for one day, but should be the DNA of your company culture! Your employees are your most precious asset!”
Don’t wait until the holiday bonus to show appreciation—make it part of your daily leadership practice.
