Xiao Hao experienced a feeling of being monitored while working remotely when his manager messaged him late in the afternoon, inquiring about his progress and threatening to announce any delays on company social media.

Have you ever felt watched at work? With remote or hybrid office models increasingly common since the pandemic, companies have adopted new management styles—some of which can cross into over-monitoring. For instance, requiring employees to download software that tracks computer usage or mandating video calls with cameras turned on may lead workers to feel their privacy is being compromised.

This excessive monitoring and scrutiny of every detail is known as micromanagement (微管理).

According to a Forbes article titled "Is Micromanaging A Form Of Bullying? Here Are 3 Things You Should Know," this management style aims at controlling others, often leaving employees feeling their rights are diminished—potentially harming mental health. The root cause of micromanagement is typically a lack of trust; managers may interfere with personal privacy and boundaries, creating a toxic work environment that can escalate into bullying if workers feel humiliated or offended.

A 2020 online survey by Harvard Business Review revealed that over twenty percent of employees reported their managers evaluated them remotely, while more than ten percent were closely monitored through frequent check-ins. The article also notes that nearly eighty percent have experienced micromanagement, with seventy percent stating it disrupts work performance. Micromangers tend to focus on nitpicking and highlighting mistakes rather than acknowledging achievements.

Micromanaging can instill fear of acting without approval or a sense of inadequacy in employees, leading to outcomes similar to bullying—regardless of the manager’s intentions. Beyond micromanagement itself, other behaviors such as colleagues messaging outside working hours or superiors pressuring participation in non-work social activities may also overstep boundaries and create issues.

The book "Healthy Relationships" points out that sometimes people use 'kindness' as a pretext for expecting sacrifices of your time. For example, a colleague might ask you to complete their task before leaving work so they can pick up their child from school.

While initially motivated by goodwill, repeated requests without adjustments or respect for personal boundaries could lead to significant intrusions and stress. The book suggests that the loss of decision-making power is at the core of these issues; a desire to avoid conflict often leads people into situations where they relinquish control over decisions.

It recommends starting small—for example, by choosing a restaurant when going out together or creating "shark cages" (鯊魚之籠)—slightly challenging others without damaging relationships—to establish boundaries. Examples include expressing frustration about wasted time during work discussions and standing firm against belittling comments while calmly apologizing to mend the relationship afterward.