If you are referring to a situation that you're in, you should consider sharing this with your manager. If you are worried that something bad will come from it, then it might be a sign that it's time to get away from that job.

Thanks -- but no, for me personally it couldn't be farrher from the case. Meant broadly / generically, bc IME there's so much of this -- and IMHO it's often perpetrated unknowingly. A convenient mechanism to shed light could end a lot of misery.

Those mechanisms exist. The worker could talk to their boss about it. Failing that, they should go to their boss's boss or to HR.

Sure -- but I specified "anonymously" bc so many of those suffering from micromangement, almost by definition, don't have a great working relationship w their superiors.

So you think that anonymous feedback instead of direct feedback would improve that working relationship?

Directly? Maybe not. But I do think the OP's post was targeting a sizeable share of the micromanagers out there who are simply unaware of the harm they're doing, and who might change their behavior if their attention were drawn to it. Which in turn could radically improve said working relationship.

If the managers aren't aware, then there should be no problem with being direct about it. It's hard to build relationships indirectly.

We're going in circles or talking past each other or something. Not to belabor it, but my point was simply that the ability to share the feedback anonymously would, IMHO, lead to said feedback being provided in many more cases than it'd otherwise be. Do you really disagree with that? What specifically are you arguing? Saying "there should be no problem with being direct" is tangential, and offers no plausible path to solving the problem. Sure, there "should" be no problem -- in some ideal fantasy. But here in the real world, there is a great deal of suffering under micromanagment.

Make a throwaway email address, send it to your intended recipient.