Reporting a manager to upper management for minor issues can be a delicate matter that requires careful consideration of the specific circumstances involved. While it's important for employees to feel empowered to speak up about concerns in the workplace, including those related to managerial behavior, it's also essential to approach such situations thoughtfully and constructively.

1. Open Communication Channels: Before escalating minor issues to management, employees should consider whether they have exhausted all available avenues for resolving the issue directly with their manager. Open communication channels, such as one-on-one meetings or feedback sessions, provide opportunities for employees to address concerns and seek clarification without immediately resorting to formal reporting.
2. Significance of the Issue: Employees should assess the significance of the issue in question and its potential impact on their work environment and overall well-being. Minor issues, such as communication misunderstandings or occasional lapses in judgment, may not warrant immediate escalation to management if they can be addressed through constructive dialogue and mutual understanding.
3. Pattern of Behavior: If the minor issue is part of a broader pattern of behavior or indicates a systemic problem within the team or organization, employees may consider bringing it to the attention of management. Persistent issues that affect team morale, productivity, or adherence to company policies may require intervention from higher authorities to ensure resolution and prevent escalation.
4. Employee Rewards Programs: Employee rewards programs can play a role in incentivizing positive behavior and fostering a culture of accountability and recognition. By linking rewards to performance metrics, collaboration, and adherence to organizational values, these programs encourage employees and managers alike to uphold high standards of conduct and contribute to a positive work environment.
5. Whistleblower Policies and Protections: Employees should familiarize themselves with the company's whistleblower policies and protections before reporting concerns about managerial behavior to management. Whistleblower policies are designed to safeguard employees who raise legitimate concerns about wrongdoing or misconduct, ensuring that they are protected from retaliation and treated fairly throughout the process.

In conclusion, while it's appropriate for employees to report significant concerns about managerial behavior to management, including those related to minor issues, it's essential to approach such situations thoughtfully and consider the context, impact, and available channels for resolution. Employee rewards programs can complement efforts to foster a culture of accountability and recognition, encouraging positive behavior and constructive feedback within the organization. Ultimately, maintaining open communication, addressing concerns proactively, and upholding organizational values are key to promoting a healthy and productive work environment for all.