SINGAPORE: An employee shared on Reddit that she feels she has been unfairly singled out by her manager, who appears to treat her much more harshly than the rest of her colleagues.

In her post on the r/singaporejobs forum, the employee wrote that her manager “often calls out her mistakes in front of the whole office” and “puts a lot of pressure” on her to complete everything by the end of the day, even when some tasks are not urgent.

She also said she noticed a clear difference in how her manager speaks to her compared to others.

“Her tone towards me is very different compared to how she speaks to my colleagues—she’s much nicer to them.”

Unsurprisingly, being constantly put on the spot has started to wear her down. She shared that her anxiety at work has been “getting worse,” to the point where the thought of going into the office fills her with dread.

It has even started to affect her physically. She said that whenever she receives a Teams message from her manager, her heart “starts racing” and she feels “physically shaky.” Even when she is at home, simply thinking about work leaves her feeling uneasy, which is hardly ideal for anyone trying to switch off after hours.

“I’ve never felt like this in my previous job. I used to be able to handle stress, but this feels different, and it’s starting to affect me quite a bit.”

Unsure of what to do next, she turned to others for advice, asking if this is something she should try to push through or if it is a sign she should leave. 

“Has anyone experienced something similar? How did you decide whether to stay or go?” 

“If you do not see yourself continuing under her, then yes, time to move on.”

In the comments, one user asked the post author, “Are the mistakes real? Does she call out others’ mistakes in public too? Did you try to tell her it’s not urgent and can be done 3 days later so you can double-check? Does she do this to you or others as well?”

In response, the employee admitted that the mistakes were real, but said they were only “minor” errors or small details she had missed. She also shared that she had not told her manager that certain tasks were not urgent, as she already had a sense that her manager would not take that well, so she chose to keep quiet and just comply instead.

She also clarified that she was the only one being treated this way.

Another user weighed in with a different perspective, suggesting that there could be a reason the manager was being particularly strict with her.

“If she is only micromanaging you, that means she noticed a pattern in you. Perhaps you always miss deadlines or you make repeated mistakes,” they said.

“Many people think, ‘Aiya, small minor mistakes only.’ Why kick up a fuss? It depends on what and where the mistakes are. If you are, e.g., a lawyer, you cannot get an NRIC wrong. If you are an accountant, an extra zero makes a world of difference. You get the gist.”

A third added, “When was the last time you had 1:1 with her? Have you voiced out about improving processes and deliverables? If that hasn’t, give it a try to work it out. Let her know how you will deliver the deliverables. If you do not see yourself continuing under her, then yes, time to move on.”

Steps to take if your manager is targeting you

Career experts say there are usually two reasons a manager might act this way: either they are bullying the employee, or they are trying to push them out of the company. Either way, it’s important not to ignore the behaviour and to take steps to protect yourself.

If you find yourself in this situation, one of the first things you should do is keep a clear record of what’s happening. Write down what was said or done, the dates and times it occurred, how it made you feel, any proof or messages you have, and the names of any witnesses who saw what happened.

You can also try addressing the issue directly with your manager. If speaking face to face feels uncomfortable, raising it through email is another option.

If that doesn’t help, bring the matter to HR or another neutral party in your organisation so they can intervene, or reach out to the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) for support.

Read also: ‘Is burnout a badge of honour in Singapore work places?’ Local worker calls out long-hours culture

This article (‘I feel afraid to go to work’: Employee says after being constantly singled out by manager) first appeared on The Independent Singapore News.

Phase Space pilot programme with NHS mental health trust used to calm anxiety around exams, ADHD and home troubles

Schools have begun deploying virtual reality to help pupils cope with stress caused by impending exams, attention deficit hyperactivity disorder or difficult home lives.

All 15 secondary schools in the London borough of Sutton are using VR headsets made by tech firm Phase Space in a pilot in conjunction with the local NHS mental health trust.

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© Photograph: Alistair Berg/Getty Images

© Photograph: Alistair Berg/Getty Images

© Photograph: Alistair Berg/Getty Images

The quiet tension shaping today’s workforce

There is a strange contradiction unfolding at work right now. People say they are happy. They like their teams, they enjoy what they do, they feel engaged. And yet, beneath that surface, there is a growing sense of unease that is hard to ignore.

It shows up in small ways. A hesitation before asking a question. A quiet urgency to learn something new late at night. A subtle fear that the ground is shifting, even if everything looks stable.

This week, conversations around artificial intelligence have felt louder and more personal. Not just about what AI can do, but about what it might take away. There is a noticeable shift from curiosity to concern. From excitement to quiet anxiety.

And that tension is important to understand.

Happiness does not equal security anymore

For a long time, we treated job satisfaction as the ultimate goal. If people were happy, we assumed everything else would follow. Retention, performance, loyalty. It felt like a simple equation.

But that equation is breaking down.

Today, someone can love their job and still feel deeply uncertain about their future. That is because happiness is rooted in the present, while anxiety lives in what might happen next. And right now, the future feels less predictable than it used to.

“Anxiety often reflects fear of what ‘might’ happen, or a worst-case scenario, not the current state. When there is a looming threat… the human mind reacts to this potential danger by anticipating loss or harm. It remains on alert,” Explains Wendy Lynch, PhD,, CEO of Analytic Translator.

AI is a big part of that feeling. Not necessarily because people believe they will lose their jobs tomorrow, but because they do not know how their roles will change. The lack of clarity is what creates stress.

It is one thing to face a known challenge. It is something very different to face an undefined one.

When people hear that AI could reshape entire industries, the question becomes personal very quickly. Where do I fit into that change? Will I still be relevant? Am I already falling behind?

Even those who feel confident today can still feel vulnerable about tomorrow.

The rise of invisible stress

What makes this moment more complex is that much of this anxiety is not openly discussed. It is not always visible in surveys or performance reviews. People continue to show up, do their work, and even report that they are satisfied.

But internally, something else is happening, Dr. Lynch have notice: “An anxious brain is not an optimally functioning one. Thoughts and ruminations about a threat reduce bandwidth for higher-level thinking, such as problem solving, creativity, and concentration.”

This is where the idea of hidden data becomes important. Not data in a technical sense, but the subtle signals that people send through behavior. Changes in communication patterns. Shifts in engagement. Small drops in confidence.

These are not dramatic red flags. They are quiet indicators that something is changing beneath the surface.

Dr. Wendy Lynch, PhD, CEO of Analytic Translator, has pointed to this kind of hidden data as a way for leaders to better understand what employees are really experiencing. Not just what they say, but what their actions suggest.

Her perspective feels especially relevant right now. If anxiety around AI continues to grow quietly, organizations may not notice it until it becomes a bigger problem. And by then, it may show up in ways that are harder to manage, like sudden waves of resignations or disengagement. The challenge is that traditional ways of listening are not always enough. If you only rely on direct feedback, you might miss what people are hesitant to say out loud.

Why uncertainty hits harder than change

It is tempting to frame this moment as simply another wave of technological change. After all, industries have adapted before. New tools have always created new opportunities.

But this moment feels different for many people.

Not because AI is inherently more threatening, but because the pace and visibility of change are higher. People are seeing examples of automation and transformation in real time. They are hearing about it constantly. It feels immediate, even if the actual impact is still unfolding.

And uncertainty amplifies everything. When people do not know what skills will matter most, they try to prepare for everything. That can lead to exhaustion. When they are unsure how decisions will be made, they may hesitate to take risks. That can slow innovation.

In some ways, the fear is not about AI itself. It is about losing a sense of control.

A different kind of leadership moment

This creates a new kind of responsibility for leaders.

It is no longer enough to keep people engaged in their current roles. There is a growing need to help them feel secure in their future. Not by promising certainty, which is impossible, but by creating clarity where it can exist.

That might mean being more transparent about how AI is being used. It might mean investing in learning in a way that feels accessible rather than overwhelming. It might also mean paying closer attention to those subtle behavioral signals that suggest rising anxiety.

“If we looked at the combined medical, pharmacy, disability, absence, and injury costs for those 59% of people who have a mental health challenge, it represented 72% of total costs. Suddenly, we realize that our original, narrow definition of treatment cost vastly underrepresents the full size of the issue,” adds Wendy Lynch. 

Based on those numbers, the idea of hidden data becomes less about analytics and more about awareness. About noticing patterns early. About understanding that what is not being said can be just as important as what is. Leaders who can do this well are likely to build stronger trust. Not because they eliminate uncertainty, but because they acknowledge it.

Looking ahead without losing the present

There is also an important balance to maintain.

If the conversation becomes only about future risks, it can overshadow the real value people find in their work today. That would be a mistake. The fact that many employees still report high satisfaction is not meaningless. It shows that work can still be fulfilling and engaging.

The goal is not to replace that sense of satisfaction, but to support it with a clearer path forward.

People want to feel that their efforts today still matter tomorrow. That what they are building, learning, and contributing will not suddenly lose relevance.This is where thoughtful perspective matters more than perfect answers.

The companies that navigate this moment well may not be the ones with the most advanced technology, but the ones that understand the human side of change. The ones that recognize that anxiety and satisfaction can exist at the same time, and that both need attention.

A quiet turning point

It is easy to overlook moments like this because nothing dramatic has happened yet. There is no single event that marks a turning point. Instead, it is a gradual shift in how people feel about their place in the world of work.

But these quiet shifts often matter the most. They shape decisions over time. Whether someone chooses to stay, to leave, to speak up, or to stay silent. Whether they feel confident investing in their future or hesitant to take the next step. Loving your job used to feel like enough. Now, it feels like just one piece of a bigger picture. And understanding that difference may be one of the most important challenges leaders face right now.

The post When Loving Your Job Is Not Enough appeared first on Social Lifestyle Magazine.