Home » Vic Di Criscio- 3 Ways Your Management Style is Hurting Company Culture

Vic Di Criscio- 3 Ways Your Management Style is Hurting Company Culture

How we work together as a team and company is far more important than what we bring to the table as individuals says, Vic Di Criscio. Most people would agree that they want to work in an environment where they can be their best selves and feel appreciated for the unique contributions they make every day. But, according to research conducted by Google’s People Analytics Team, it’s not how much intelligence or expertise you have that makes your team successful – it’s how you interact with them. In other words, your management style matters just as much (if not more) than your individual capability and skill sets.

Which management styles are hurting company culture? Here are 3 of the most common:

1. The Micromanager

Micromanaging is a management style that’s especially destructive to workplace morale because it sends the message that you don’t trust your employees, their abilities or their judgment. It also implies that they’re not competent enough to do the job on their own and consequently discourages them from taking risks and trying new things. A micromanaged team becomes discouraged and unmotivated – it’s just plain exhausting to be treated this way! And if you’re not careful, this type of negative leadership can literally drive your best people away + damage company culture.

2. The Autocrat

Managing by decree is another no-no when it comes to building positive company culture. Having the “my way or the highway” mentality sets a very negative tone in the workplace – it sends the message that you’re not interested in feedback or open to suggestions. It also creates a culture of fear where employees are concerned about retribution for speaking up and they simply won’t take any risks if they feel their ideas will be shot down without consideration.

3. The Uninvolved Manager

Being hands-off with your team is another management style that can wreak havoc on company culture. This type of leader leaves everything up to the team members which can result in everyone doing their own thing rather than contributing toward a common goal. Without leadership, the team’s productivity suffers and morale goes right out the window when no one feels like they have a sense of purpose or fulfillment from their work.

How to Avoid Hurting Company Culture with Your Management Style

To avoid hurting company culture, you’ll need to build trust among your employees. You should also demonstrate that you can be trusted by giving them the autonomy they need in order for them to feel valued and inspired at work says Vic Di Criscio. Try these tips:

1. Communicate Clear Expectations –

Employees appreciate open communication from their manager because it reduces uncertainty and increases mutual understanding of what’s expected of them. Being proactive about setting clear expectations is an example of taking accountability which will go a long way toward gaining trust . Also provide feedback regularly (daily if possible) so everyone knows where they stand and how they’re performing against standards.

2. Ask Questions –

When you ask someone how something can be improved, you demonstrate that you care about their opinions and are interested in hearing what they have to say. Try starting meetings with open-ended questions related to the company’s mission or goals so it becomes clear what direction everyone should be focused on. And to show people how important their ideas are, try asking for input before making big decisions.

3. Trust Them –

Employees want to feel valued by feeling trusted. Be willing to let people work independently toward common objectives rather than being overseen every step of the way. If team members are able to complete tasks without your constant supervision, don’t micromanage them – allow them the opportunity to learn from their mistakes! This will help foster an environment of trust where employees can take on more responsibilities and grow professionally.

4. Give Them the Tools They Need –

Whether it’s for personal or professional reasons, employees should be allowed to customize their workstations by adding whatever gadgets they like (within reason of course). This might include ergonomic chairs, standing desks, office plants, etc. But if you really want to wow your team, consider providing laptops instead of desktops. Since they’re far more portable and come with better accessories says Vic Di Criscio. You can even go as far as offering company-bought tablets like Microsoft Surface Pro 4s. Not only is this great for increasing productivity but also morale!

5. Provide Free Lunches –  

Myriad banks offer free accounts that don’t charge maintenance fees so use this tactic to attract new employees! Not only is it better financials for them, but also an excellent opportunity to improve company culture. Just be sure not to provide junk food too often. Because the last thing you want is a growing number of overweight or unhealthy team members!


It’s important to understand the difference between your vision as a manager. And the goal of company culture so you can avoid hurting your team’s morale. You don’t need to be friends with everyone all the time. But it should never feel like there is an us vs them mentality developing says Vic Di Criscio. Be proactive about communication and provide clear objectives around what needs doing. And why before assigning tasks or projects that can result in conflict and tension down the line.