The Dave Fulk Playbook: 10 Proven Strategies to Motivate and Inspire Your Team
Renowned for his expertise in business strategy, overcoming challenges, and streamlining processes for direct results, Dave Fulk—CEO of Reputation Rhino and Partner at Profectus Capital Management—is a master at building and motivating high-performing teams. Having led his teams remotely for years, Dave has developed actionable strategies that any leader can apply to inspire their workforce from anywhere.
At an exclusive event attended by some of the most disruptive entrepreneurs and business leaders in the country, Dave was invited to share his approach to engaging remote teams—even when the closest interaction happens over a Zoom call. Long before the pandemic, Dave had embraced remote management to gain greater flexibility, but COVID-19 led to an influx of questions about how he successfully operates multimillion-dollar businesses remotely. Now that remote work has become the norm, he is eager to share his time-tested methods for keeping his team motivated, no matter where they are.
Below are Dave’s top strategies for ensuring his remote team remains engaged and productive:
1. Incentivize Them
Offering daily, weekly, and monthly spiffs is Dave’s go-to approach, and they don’t always have to be financial. These incentives can be simple or extravagant, but personalized rewards—such as those related to weight loss goals, vacations, or family milestones—are far more impactful than generic ones.
Want to attract and retain top talent? Pay them accordingly. The best employees expect competitive compensation, so don’t skimp on salaries.
2. Empower Them
Trust your team to make mistakes rather than micromanaging them. Leadership is about guiding, not obstructing. Allow individuals to take charge and lead others.
Encourage both input and feedback—two distinct aspects of communication. Before making decisions, seek their input (without being obligated to implement it), giving them a sense of involvement. Regular feedback should also be part of your company’s culture. Dave fosters this through “Talk About It Tuesday” meetings and a dedicated Slack suggestion channel.
Finally, give all the credit to your team—none to yourself. True leadership doesn’t need external validation.
3. Invest in Them
Ongoing training is essential, no matter how experienced an employee is. Dave has sent his team to Disney Institute classes and industry conferences while also funding training in areas they’re passionate about.
Provide access to learning resources, such as paying for an Audible subscription. Additionally, connect employees with mentors who can positively shape their careers.
4. Surprise Them
Inject fun and unpredictability into the workplace! Dave keeps things exciting by arranging surprise guest speakers, organizing rap battles, and even gifting a Christmas tree to an employee who loves the holiday season.
5. Support Them
A manager’s role includes providing the necessary tools and removing obstacles for their team. Ensure employees have everything they need to perform their best. Additionally, keep them informed about their progress—whether they are excelling or falling behind.
Dave utilizes an online dashboard that tracks KPIs and metrics, with green indicating success and red highlighting areas for improvement, ensuring transparency and accountability.
6. Appreciate Them
Showing gratitude is simple yet powerful. A quick thank-you text, handwritten notes, or small gestures like buying UberEats, Starbucks, or movie tickets go a long way. Hosting end-of-season or year-end celebrations is another great way to recognize their contributions.
7. Celebrate Them
Recognition shouldn’t be limited to work-related achievements. Dave uses Bonus.ly, a platform where employees accumulate points redeemable for gift cards, integrating it with Slack so that everyone sees their recognition. He also ensures that life milestones—like becoming a parent, buying a home, or engaging in charity work—are acknowledged and celebrated.
8. Inspire Them
Communicate your vision—don’t keep it to yourself. Run productive and uplifting meetings. Dave emphasizes the importance of Motivational Mondays and What’s Good Wednesdays, where employees take turns sharing something positive in their lives. Gratitude is a powerful motivator.
Be open and authentic. Leaders should be approachable, not distant figures.
9. Energize Them
Boost excitement with creative initiatives, such as customized Morning Hype videos, setting outrageous goals (like shaving his head during a meeting), and hosting Virtual Happy Hours—even hiring a blackjack dealer for added fun. Providing instant gratification, like paying spiff winners immediately via Venmo, also keeps morale high.
10. Question Them
Dave conducts Big 3 Meetings on Mondays, followed by daily check-ins throughout the week. He promotes a culture of accountability with the mantra “Inspect what you expect.” Setting clear expectations and tracking progress ensures everyone stays aligned with company goals.
Ultimately, as a leader, own everything that happens within your organization—successes and failures alike. Your team’s performance is a direct reflection of your leadership.
If Dave Fulk could leave leaders, CEOs, and entrepreneurs with one key takeaway, it would be this:
“Employee appreciation shouldn’t be reserved for one day; it should be the foundation of your company culture! Your employees are your most valuable asset.”
Don’t wait for holiday bonuses to show appreciation—make it a daily practice.