Not for just your company but micro-management is a curse that Indian businesses live with. Micro-management throttles or straight-jackets juniors. It demotivates juniors.
So what is the solution? There is no solution per se because because it is a question of belling a cat. Who will bell a cat and tell to boss that he should not micro-manage? One suggestion that you may do is to give suggestion on conducting Employee Satisfaction Survey (ESS). But in small company it is a matter of imagination. Nevertheless, when the boss is in good mood, propose it. Nevertheless, do no pursue for ESS.
As HR, just try and think why micromanagement is going on.
Do you call it micromanagement if the boss sends back some work to be redone as his standards are higher?
Analyse the behaviour of the boss when faced with issues.
Is he a “pathological micromanagers who need to make it clear to themselves and others that they are in charge.”
I would suggest that you should not fight micromanagement as it would worsen things.
But to tackle micromanagement few steps:
1) Try and increase his trust level on work.
Many of these micromanagers feel that standards are not adequate.
For e.g I had a boss who was particular about spellings and grammar, so I ensured no mistakes would take place and slowly a situation came up when drafts put up by me would get cleared without fuss.
2) Keep your boss in the loop
3) Give feedback when appropriate.
4) Know what motivates and worries your boss and try to assuage her/his concerns/worries.
So in short tactful and intelligent handling can help out.
Improvement in quality of work would be the best way out of the problem of micromanagement.When man ager knows things are as per standards he will focus more on larger issues when he finds micromanagment is taking time off his objectives.
I can very well relate to your situation here, and would suggest you to be more calculative in your approach towards these situations. Micromanagement is hard-coded in all Indian startups and this impacts the employee`s well being .
As an HR in the company, its all up to you on how do you communicate feedback to your employees and vice versa to your management team. Having said that, do think in both aspects of a situation - As an employee and as people advisory. You have to make sure that the feedback is communicated to the employee and have impact on them- but in a good way. Tactfully address these with management team as suggestions over a period of time.
Hope this helps!