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The benefits of teaching in SEND schools
How many times in your teaching career have you considered breaking from routine to try a new challenge? Over time, in any job, we can benefit from doing things differently and getting out of our comfort zone. Ambitious teachers often climb the career ladder in a traditional fashion – but there are other ways to stretch your talents.Just imagine the rewards of working with SEND children. The knowledge of making a difference to the lives of those experiencing educational challenges – and seeing them shine – could result in professional and personal growth you could not have anticipated.Teaching in SEND schools offers a unique opportunity for personal and professional growth. Educators are constantly challenged to adapt their teaching methods to meet the individual needs of each student, driving creativity, innovation, and resilience in their teaching methods. The diverse spectrum of abilities and disabilities present in SEND schools cultivates a rich learning environment, where teachers continually refine their skills and deepen their understanding of inclusive education practices. This immersive experience enhances pedagogical expertise and nurtures empathy and compassion, essential qualities for effective teaching in any setting.Working in SEND schools enables teachers to make a tangible difference in the lives of their students. Every milestone achieved, no matter how small, represents perseverance and dedication, and seeing the impact of tailored interventions and personalised support on students' academic progress and emotional wellbeing is hugely rewarding.In SEND schools, educators have the privilege of empowering students to overcome obstacles, unlock their potential, and pursue their dreams, instilling a sense of confidence and self-belief.Will SEND teaching be right for you?SEND schools provide a strong sense of community and collaboration among educators, support staff, parents, and stakeholders. The collaborative nature of multidisciplinary teams allows for holistic approaches to student development, where everyone works together towards common goals. There’s a sense of camaraderie and shared purpose within the SEND school community, and a positive work environment where everyone is valued and empowered to thrive.SEND teachers also benefit from a wealth of professional development opportunities. From specialised training in areas such as autism spectrum disorders, speech and language therapy, and assistive technology to opportunities for advanced qualifications and leadership roles, SEND schools invest in their staff's continuous growth and advancement. This commitment to professional development heightens career prospects as well as equipping teachers with the knowledge and skills needed to meet the evolving needs of their students.Teaching in SEND schools offers greater autonomy and flexibility in curriculum delivery and teaching methodologies. Educators have the freedom to tailor their lessons to suit the individual learning styles and preferences of their students, building a more inclusive learning experience. This flexibility empowers teachers to experiment with new approaches, ensuring that every student has the opportunity to reach their full potential. Additionally, the smaller class sizes typically found in SEND schools allow for more personalised attention and support.Rewards of SEND teaching: supporting vulnerable childrenBeyond the classroom, teaching in SEND schools is highly rewarding for many reasons, namely making a difference in the lives of some of the most vulnerable members of society. Whether it's celebrating academic achievements, supporting students through emotional challenges, or simply being a source of encouragement and inspiration, SEND teachers can have a lasting impact on young lives.SEND school teaching benefits at a glanceSpecialised training: SEND schools offer training and support for teachers to effectively work with SEND studentsFulfilling work: SEND schools provide the opportunity for teachers to make a meaningful difference in the lives of students who require additional supportSmaller class sizes: SEND schools often have smaller classes, allowing teachers to provide more personalised attention and support to each studentCollaborative environment: teachers at SEND schools often work closely with other professionals such as therapists, counsellors, and special education coordinatorsCareer development: working at SEND schools can provide valuable experience and professional development opportunitiesTeaching is a noble profession and SEND teaching takes this concept further – drawing on personal and professional attributes including patience, empathy, and compassion. If this sounds like you, we can help you take the next step.Looking to build a career as a SEND school teacher? Or wanting to find compassionate and inspiring teachers for your SEND school? Get in touch today to find out how we can help.
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Hiring fraud: how to safeguard your organisation
To combat the rising tide of hiring fraud, Reed Screening recently joined forces with the Better Hiring Institute and fraud prevention experts Cifas and ST Smith, to launch guidance for employers. This free, comprehensive eBook is now available to download and provides the latest insight into the gravity and scale of threat facing organisations today.Complete with case studies highlighting common criminal activity, such as resume fraud and employment scams, the guidance offers solutions to counter these tech-based crimes, helping to protect your recruitment teams from falling victim to imposters and impersonators.We spoke to Keith Rosser, Director of Group Risk & Reed Screening – Reed, about the new guide, Tackling hiring fraud: the response to a growing problem.Q: How worried should employers be about hiring fraud – what are the worst-case scenarios?A:Employers should be very worried about hiring fraud. At Reed Screening, we have made huge progress over the last few years in making hiring faster globally, including being referenced by UK government for our work on digital right to work. However, with the development of technology and improvements in the speed of hiring, we have seen an acceleration and amplification of fraud.The worst-case scenario could be hiring a bad actor who defrauds the company for significant amounts of money leading to job layoffs and even worse. It could be organised criminal groups putting someone inside an organisation from where they can do significant harm through data theft or financial fraud.Q: Are some organisations more at risk than others?A:The risks are different. Financial institutions are clearly big targets for organised crime or even individual bad actors. But hiring fraud includes sex offenders getting work with the vulnerable through new ways of changing identity. Hiring fraud also includes unqualified people getting into roles by falsifying their claims on CVs, such as unqualified nurses let loose on wards.Digital right to work has changed the way illegal working presents itself, meaning all companies are exposed to hiring fraud that involves illegal working.Q: Are there statistics that illustrate the impact of hiring fraud, compared with pre-AI times?A:Stats from Cifas’ Fraudscape 23 report include:An 84% rise in false identitiesDeepfake videos increasing at an annual rate of 900%10% of UK adults have lied about their degree qualification within a 12-month period, compared with 8% in 2021A study by Forbes in 2023 also found that 70% of workers lie on their CV.Q: The new guidance lists fraud across many areas. Can you highlight a few of the most effective tools and practices to detect/prevent them?A:The two current greatest threats to employers are arguably ‘reference houses’ and artificial intelligence (AI). Reference houses are sophisticated, organised attempts at helping people deceive the hiring process. Over 100 reference houses were identified in 2023 alone. AI is already being abused by some jobseekers to fool interview processes or identity systems through deep fakes. For both it is essential employers have access to known databases of reference houses, use referencing providers with built-in technology to identify reference houses.At Reed Screening, we typically flag a few reference houses a month using technology. With regards to AI, employers need to decide what their position is on its use by applicants. The most sensible approach is to allow it, as studies have shown its value in attracting Gen Z workers – but be sure to provide information and rules on how to use it correctly when hiring.Reed Screening spoke alongside Lord Holmes, academics, legal professionals, and industry at a recent parliamentary briefing on AI in hiring, and we are soon to co-launch the first set of industry best practice on the subject.Q: Of the different types of hiring fraud, which do you feel presents the biggest challenge for organisations?A:While a number of areas such as the changing nature of immigration fraud, reference houses, and employment scams are rapidly on the rise and posing important questions to business, the single biggest issue is going to be the misuse of AI in hiring. It is already here with industry studies suggested seven-in-10 job applicants have already used AI in some way during their job search.AI has a lot of exciting benefits and will create a lot of positive opportunities, but it can be misused too. How will companies in future ensure they are hiring the right people when ChatGPT can be employed with competency-based applications and interviews? AI-powered services are already in place tailoring en masse whatever jobseekers put on their CV to meet the requirements of multiple jobs, and deepfakes and associated technology are developing at a fast rate to impersonate people, driving identity fraud and fooling employers.We are in the foothills about to start the climb, but the pace of change will be like nothing we have seen before. The only comparison I can draw would be the dawn of the internet. AI will be that impactful on hiring.Q: How might overstretched businesses cope with the costs of implementing/updating safeguarding measures?A:The challenge for employers is that hiring fraud and available technology to combat it are continuously evolving. Outsourcing is not only the easiest way to remedy this, it is usually the most cost-effective solution too. With many screening companies operating now owned by global firms, never has it been more important to choose the right specialist developing the future policy, legislation, and systems needed to respond.Q: What action should organisations take if they suspect fraudulent hiring activity?A:The free guide, spearheaded by the Better Hiring Institute, ‘Tackling hiring fraud: the response to a growing problem’, and co-written by Reed Screening and Cifas, contains a useful checklist for human resources directors and chief people officers to ensure their organisation has all the right defences in place. In terms of reporting issues, it depends on the type and nature of the fraud. If the fraud has been perpetrated by a recruitment agency or job board, this can be reported to the Employment Agency Standards Inspectorate to deal with non-compliant recruitment agencies.Depending on the severity of the fraud, organisations may well also need to inform insurers, external auditors, and the police. Where an organisation identifies an individual applicant who has committed hiring fraud, in most cases this person will be rejected from the role on the grounds of dishonesty.Q: How else can Reed Screening help employers?A:Reed Screening is redefining employment screening. Having worked with the UK Home Office to develop digital right to work, we have since worked with various UK government departments to develop ways of making hiring the faster. Our work in parliament has led to a range of changes and will continue to do so. All of that means Reed Screening can advise hirers on what the future holds, not just on what current legislation says.As a UK-based, 24-7, family-owned business, we lead on UK employment screening while also having the capability to conduct screening globally. We have recently built brand-new technology platforms with a real focus on speed and candidate journey. As one of the biggest hiring organisations in the UK, we understand the importance of hiring quickly and efficiently with a strong candidate focus.Our various roles across industry and UK government mean we are setting the new standards for hiring including national hiring frameworks, setting the standard on hiring fraud, and setting the direction on AI in hiring. Reed Screening also chairs the Criminal Records Trade Body as well as running the largest series of free webinars for employers on all aspects of screening and onboarding.Download the free guide now: Tackling hiring fraud: the response to a growing problem.
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A supportive place to work: the impact of positive affirmations
Maintaining a positive working environment is essential for both employee well-being and productivity.A report released in 2020 by KPMG showed that 75% of senior women interviewed had personally experienced imposter syndrome at certain points in their careers. That's why it’s vital that leaders do what they can to help their team members feel more confident and empowered in their jobs.In contrast to this, positive affirmations have the potential to improve self-esteem and resilience among employees, uplift spirits, and enhance motivation – counterbalancing imposter syndrome and helping to establish a positive work environment.What are affirmations?Affirmations, also referred to as positive affirmations, are phrases that, when repeated regularly, can change negative thoughts and behavior patterns. They are often used as a technique for self-improvement, but their benefits extend beyond individual growth to impact group dynamics and organizational culture. By repeating affirmations regularly, individuals can rewire their thought patterns, boost self-confidence, and cultivate a more optimistic outlook on life.As a manager, implementing daily affirmations can go a long way to helping team members stay positive and achieve their goals – in both their professional and personal lives. They can be used in a number of ways, you might write one in a Teams chat to one of your team members, or maybe you want to praise them face to face in a meeting.They may be displayed around the office as artwork, or even on a desktop when your team members log on to their computers. Wherever they are, they promote feelings of togetherness, give inspiration and encourage camaraderie.What are some examples of positive affirmations for your workforce?Try using affirmations similar to the ones below throughout your day. You may start to notice your team feeling more positive and motivated.You are capable of handling any task that comes your wayYou are a valuable asset to the teamYou are deserving of all the success that comes your wayYou’ve got thisTrust in your abilities and stay confidentI believe in youYou consistently achieve high standards of workThe power of positivityIn a professional setting, maintaining a positive atmosphere is crucial for employee morale, engagement, and ultimately, productivity. When employees feel valued and are optimistic about their work environment, they are more likely to perform at their best and contribute to the wider goals of the business.Positive affirmations can make a difference in the workplace by:Increasing motivation: they can serve as powerful motivators, inspiring employees to set and achieve goals, overcome obstacles, and strive for excellence in their work.Enhancing resilience: in the face of challenges and setbacks, employees who regularly practice positive affirmations can better equip themselves to maintain a resilient mindset. This allows them to bounce back from adversity and approach challenges with a more constructive attitude.Improving confidence: confidence is key to success at work. Affirmations help employees build self-confidence and self-belief, enabling them to take on new responsibilities, tackle difficult tasks, and assert themselves in professional settings.Strengthening relationships: they promote a culture of appreciation and support, helping to create stronger relationships among team members and enhancing collaboration and communication across the business.Integrating positive affirmations to support your employeesPeople are known to overanalyze themselves. Employers can take proactive steps to incorporate positive affirmations into their managerial routines to support their staff. Here are some strategies you could consider:Provide training and resourcesOffer workshops or training sessions to educate employees on the power of positive affirmations and how to incorporate them into their daily routines to help them counteract negative self-talk and build self-confidence.Some individuals may benefit from more formal training, including leadership, communication, and coaching skills.Lead by exampleManagers and leaders should model positive behavior by considering the use of affirmations themselves before encouraging their teams to do the same. A supportive and optimistic leadership style sets the tone for the entire organization, giving some employees the inspiration they need to succeed.Incorporate affirmations into meetingsStart meetings with a positive affirmation or encourage team members to share affirmations that resonate with them. It is also worth considering incorporating affirmations into company-wide communications, newsletters, or internal messaging platforms.Affirmations should solely focus on celebrating achievements and strengths – and are a great way to show how much you value team members.Create a positive work environmentAn atmosphere of appreciation and recognition can make employees feel valued and respected. Be sure to celebrate achievements, acknowledge contributions, and provide constructive feedback to reinforce positive behavior and a spirit of togetherness.Encourage employees to embrace their achievements and if need be, write them down. That way, when it comes to feeling a sense of doubt, all the proof is recorded.Encourage self-care practicesEmphasize the importance of self-care and well-being by encouraging employees to take breaks, practice mindfulness, and engage in activities that promote mental and emotional health.Where possible, task employees with practicing affirmations to boost their confidence. These affirmations should focus on their strengths, abilities, and potential. Positive affirmations have the power to transform the workplace by helping nurture employees and their optimism, resilience, and productivity.Ultimately, investing in the well-being and positivity of employees is beneficial for both the individuals who need that extra layer of support and care and also for the overall success and sustainability of the organization.In the workplace, if there’s a toxic work environment, affirmations alone will not address the root cause of the issue. This is why it’s important for managers to create an inclusive environment, with equality, diversity, inclusion, and belonging at the forefront of the culture.Need help filling your vacancy, or finding a suitable role for you? Our specialist recruiters can help. Contact your nearest Reed office now.
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Five tips for working parents from a work-at-home mum
Let’s face it, trying to fit work around your family isn’t easy…If you’re a working parent, you’ll no doubt know the struggles that come with balancing a career and kids. To help you find the balance, our company sister Reed.co.uk teamed up with expert blogger and work-at-home mum of four, Leyla Preston, and asked her to share her top tips for working parents.Embrace the dance between flexibility and routineFinding harmony between flexibility and a well-structured day can feel challenging at the best of times. But over 14 years, I’ve learned to work with my children’s needs while keeping a steady beat with my work tasks – not the other way around. This means waking before the kids for an hour of focused work, as well as syncing my most demanding work tasks with my youngest’s nap times.It’s not easy and you won’t be able to perform both to the best of your ability if you’re managing both work and childcare at the same time. But, if that’s your situation, you have to do the best you can with what you have to do. Carve out an office Find a place in the corner of your house that you can designate as your ‘office space’.There’s a good chance you’ll often be on the move with your laptop (because of traveling with the kids). But it’s important your brain becomes accustomed to a place in the house that’s purely for switching gears into ‘work mode’. For me, it’s now at the end of the dining room, overlooking the lounge. That way I can keep an eye on the kids, and work at the same time. Master the art of prioritization so you can be productiveThe Eisenhower Matrix isn’t just a tool – it transforms overwhelming to-do lists into actionable and consumable tasks. Work out which of your tasks are urgent and prioritize those. And the tasks that aren’t urgent or important? Delete. Try and stick to five tasks a day for work, prioritized in order of importance and urgency. Whatever can’t be done, gets rolled over to tomorrow.You may think, ‘I can’t do that!’, but if you’re overwhelmed, overstimulated, and overworked, you won’t be completing any task, let alone the ones you tried to cram into an already sardined day. Self-care is vital Your mental health and physical health demand relaxation and rejuvenation, and when you’re stressed, you tend to overlook this very important part of your day. It could be five minutes of drinking tea in peace, going for a walk, or doing 30 minutes of exercise (my number one therapy). Whatever it is, build it into your routine, so you keep your sanity and manage the chaos around your work-from-home life.Remember, you’re no good to anyone if your mental and physical health is compromised.Find your tribe (and don’t be afraid to ask for – and provide – help)They say it takes a village to raise a child, and I’ve found it also takes one to nurture a dream. Building a network of fellow warriors — parents who understand the juggle, professionals who share the hustle, and family and friends who know your soul — creates a tapestry of support that can catch us when we fall and propel us forward.Don’t be afraid to ask for help if you’re struggling and pay it forward when others need help. You’ll never know when that one person you helped will return and pay it back in dividends.Looking for a role you can fit around your family commitments? View all available jobs now.
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Supporting pregnant employees: top tips for employers
As an employer, supporting pregnant employees goes beyond legal obligations - it’s a moral duty.And by doing so, you contribute to fostering an inclusive company culture where everyone feels valued and respected. While compliance with pregnancy discrimination laws is essential, in this article, we explore the extra steps you can take to ensure pregnant workers feel included, valued, supported, and safe at work.Provide managers with effective trainingHow supported employees feel largely comes down to their relationship with their direct manager, therefore it’s essential that all managers are trained effectively with best practice advice on how to support pregnant employees. All employees should feel able to approach their manager about their pregnancy and discuss their needs without feeling judged. Managers should understand the potential symptoms pregnant employees may have and the kinds of needs that may arise throughout the pregnancy, however, these are highly individual so ensure managers discuss symptoms and needs directly with employees.Supporting your team members through their pregnancy requires a level of emotional support as well as practical, and managers need to be trained on how to deal with sensitive situations, such as a miscarriage. In a survey conducted by pregnancy research charity Tommy’s, 67% felt their manager did want to support them during a miscarriage, stillbirth, or losing their baby shortly after birth, but 69% said they did not actually know what to do to provide that support. This is why it’s so important to provide managers with training in these situations.Accommodate employees’ needsYou should provide reasonable accommodations during pregnancy, such as ergonomic adjustments, flexible working hours, accessible facilities, and time off for doctor/antenatal appointments.Some needs can be established during an initial workplace risk assessment as soon as your employee tells you they are pregnant. This assessment would cover whether changes are needed to chairs, desks, and screens, as well as potential health and safety risks in the workplace. However, these should be regularly reviewed as needs may change throughout the pregnancy.Allow pregnant employees to adjust their work hours to accommodate antenatal appointments, fatigue, or other pregnancy-related needs. You could also consider staggered start and end times, compressed workweeks, or part-time schedules if needed. You should also be flexible with breaks, allowing additional breaks for rest, hydration, and bathroom visits.It may also be helpful to offer remote work, particularly in the later stages of pregnancy, as remote work reduces commuting stress and provides a more comfortable environment for the employee.The most important thing is that managers listen to the needs of their pregnant workers, try their best to accommodate them, and review arrangements regularly to ensure they are still effective and required.Be reasonable with uniform/dress policiesUniform/dress policies are often put in place to create a sense of unity, collaboration, and teamwork, and promote an inclusive culture. But they can be exclusive if they fail to accommodate the needs of pregnant workers, and beyond that, may be discriminatory.Employers should ensure that dress codes meet health and safety requirements, particularly for pregnant workers, but should be flexible enough to accommodate changes that may need to be made during the pregnancy. For example, being able to wear comfortable trainers may help with swelling and be more comfortable, as well as loose-fitting clothing.It is also important that dress codes don’t require pregnant workers to have to pay a lot of money for maternity work clothes, and if there is a required uniform, employers should provide a maternity version.Conduct regular mental wellbeing check-insStaggeringly, one in five women have mental health problems in pregnancy or after birth – depression and anxiety being the most prevalent. While work, in general, does not increase the risks of pregnancy complications, stressful work does increase the risks of miscarriage, preterm labor, preterm birth, low birth weight, and preeclampsia. This is why it’s imperative that employers regularly check in with employees to ensure they are managing workloads, stress, and mental wellbeing.Schedule extra one-to-ones to check how your employee’s doing, and to see whether they need any adjustments or extra support. Some women may be happy to take on extra responsibility while pregnant, whereas others would prefer to adjust or rebalance their workload to help manage their stress levels. Work-related stress could lead to employees being signed off work, therefore it’s in your best interest to be accommodating.Remember, supporting pregnant employees isn’t just a legal obligation - it’s a moral imperative that contributes to a healthier, more compassionate workplace.If you are looking for a talented employee to cover maternity leave, or seeking a permanent employee to join your team, get in touch with one of our specialist consultants today.
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Hardworking or work addict? How to spot the signs of workaholism [with free downloadable questionnaire]
What is workaholism?A term first coined by Psychologist Wayne Oates in 1971, workaholism refers to a compulsion and uncontrollable need to work incessantly.It manifests as an inability to stop working or maintain reasonable hours, even when it’s detrimental to the person’s life. Prioritising work over family, friends, and hobbies, workaholics thrive on adrenaline - seeking the rush of last-minute deadlines, all-nighters, and juggling multiple projects.It is often overlooked as a serious addiction when compared to alcoholism or drug addiction. But, left untreated, it can have severe consequences and even be fatal. Much like alcoholism or drug abuse, workaholism harms both the workaholic and those around them. Over time, it negatively impacts their mental and physical health, straining relationships, family life, rest, exercise, and nutrition. However, unlike drug and alcohol addictions, people cannot choose to completely avoid work forever, so recovery can be a challenging balancing act which requires patience and understanding from employers and those around them.However, some employers are under the false impression that workaholics make great employees. After all, they are willing to put in long hours, work weekends and put work ahead of everything else. What employer would not want that in an employee? And to make matters worse, our culture of rewarding hard work and commending those who clock in extra hours can contribute to the problem and reinforce the addiction.But workaholism is not the same as someone who is simply a hard worker and dedicated, and is definitely not a good thing for your business.How does workaholism differ from simply being ‘hardworking’?Part of what makes workaholism so difficult to spot is that it can often be mistaken for a hard worker. However, it involves a lot more than just working long hours or being highly ambitious.What makes someone a work addict is evident in the psychological and physical impact it has on them, which is significant and damaging to their lives and health. Regardless of the number of hours worked, workaholics are unable to psychologically detach from work which can lead to chronic stress.What are the negative consequences of workaholism?Work addiction can have a whole host of negative consequences on the individual, as well as your team and wider business.Workaholics experience high levels of stress, which can lead to sleep problems, depression, severe anxiety, poorer functioning outside of work, and more work-family conflicts. All of this has been linked to poor psychological wellbeing, reduced perceived health and happiness, and lower self-reported work performance.Here are just some of the wider implications workaholism could have on the team and business:Imbalance in team dynamicsWorkaholics can upset team dynamics. Others may feel resentful of the workaholic for being seen as more dedicated than they are. It could also lead to them trying to ‘catch up’ and match their unrealistic workloads.Higher staff turnoverA workaholic manager may drive away valuable employees by making unreasonable demands. This will also result in additional costs to the employer by needing to rehire and retrain new employees.Lack of creativity and innovationSomeone who struggles to switch off, take breaks, and make time for personal hobbies and relaxation may be stifling their creative side. This can lead to a lack of creative thinking and innovation in their work.Long-term sicknessAlong with the physical symptoms of chronic stress that can cause sickness, the person with the addiction is very likely to experience burnout at some point, potentially resulting in long-term absence.Reduced productivityBelieve it or not, workaholism doesn’t equate to higher productivity. Many work addicts may struggle to strike the balance between quantity and quality of work and may spend more time trying to stay busy rather than effectively organising their time. They may also spend long hours at their desk in a mental fog because they are too exhausted to function at full capacity.How can you spot signs in your employees?Spotting the signs of workaholism in others, and even yourself, can be challenging, but it’s not impossible if you actively look out for the red flags.Firstly, you may notice your employee consistently works beyond their scheduled hours. But most importantly, it’s not just the number of hours worked, it’s if they do this even when it’s unnecessary. For example, it may be reasonable for someone to work overtime if there is a looming deadline, or an unusually busy period. But if they work late or come in early even when there is no real pressure to, this is a warning sign that they may be a workaholic.Other signs to look out for:They demand perfection and unreasonably high standards from themselves or othersRegularly work during holidays or not use their holiday allowance at allThey may hoard work by taking on many projects, often more than they can handleFailure to delegate or share workOften work through lunchPut tremendous pressure on themselves to work quickly and meet unrealistic deadlinesWhile many of these aren’t signs on their own, when you notice a regular pattern of negative habits, it can signify a work addiction.Of course, there are many more symptoms that can impact someone’s personal life which may not be visible to you as their manager, but if you have reason to believe they are suffering from work addiction, it’s important to sit down with them and discuss your concerns sensitively and confidentially. If you are unsure on how to broach the topic, always check with your HR team first.As a manager, you are not expected to be an expert in this matter, nor should you attempt to diagnose someone with an addiction, but it’s important to highlight your concerns about the behaviours you have witnessed, and signpost where they can go for more help should they wish to.To help you, we've recreated the Workaholics Anonymous official self-assessment questions as a pdf you can email to your employees. It lists 20 questions that will help gauge if someone may have a work addiction. You should encourage employees to complete this in their own time, and if they feel they may have a problem, you can signpost them to their general practitioner or local mental health team.Download the questions here.Remember, workaholism is a serious illness that can have a major impact on the individual as well as the team, and managers should be mindful of the signs and take care not to encourage workaholism by rewarding unhealthy work practices.If you are seeking a talented professional to join your team, or seeking a new opportunity yourself, get in touch with one of our specialist consultants today.