Mind in Motion: Enhancing Mental Health Through Movement at Work

Author : CPHR Alberta 

In accordance with data from the Canadian Mental Health Association, it is reported that approximately 21.3 percent of adult Canadians will experience a mental disorder at some point in their lives. 1 The mental well-being of individuals directly correlates with their emotional health. Hence, to commemorate Mental Health Week, we aim to emphasize the significance of physical activity in relation to mental health and provide practical tips for incorporating more movement into your daily work routine.

Benefits

Physical activity offers a multitude of benefits, yet it is often the first thing to be neglected when life gets hectic. However, when deadlines approach or big projects are completed, prioritizing physical activity becomes crucial. Engaging in regular exercise can reduce levels of depression, stress, and anxiety, as well as decrease trauma while boosting happiness, self-esteem, and resilience, as noted by the Canadian Mental Health Association 2 . Exercise also enhances brain function by promoting increased blood flow throughout the body and brain. Embracing a more active lifestyle can also improve sleep quality; individuals struggling with anxiety and stress often experience sleep disturbances, and incorporating movement can help your body attain the rest it requires. 3

Work from Home Movement Ideas

  • Enhance your work setup by investing in a standing desk to boost time spent on your feet during the day.
  • Incorporate a stretching routine at key intervals, like in the morning, after lunch, and at the end of your workday, to maintain accessibility to your computer all day long.
  • Take brief breaks for a brisk walk around your block or a quick staircase session in your building or at home.
  • Consider joining a workout class during your lunch break or find a routine that works for you if you can't take an extended break.
  • If you use a standing desk, consider adding a walk pad beneath it to help you clock in additional steps throughout your day.

In Office Movement Ideas

  • In order to increase your daily steps, consider parking farther away from your office building.
  • If you take public transportation, try getting off a few stops early and walking the rest of the way.
  • Instead of riding the elevator directly to your floor, challenge yourself by exiting a few floors early and taking the stairs.
  • Utilize your lunch break to go for a walk outside to aid digestion and refresh your eyes for the remainder of the workday.
  • To avoid sitting for prolonged periods, set a reminder to stand up and move around every hour or two, whether it's walking around the office, exploring different corridors, or climbing stairs.

Create a Community

Let's engage in discussions with your coworkers about integrating more movement into the workday. Consider initiating a group chat to inspire each other, or perhaps organize monthly challenges to boost team morale! Involving others can enhance motivation, ensure your commitment, and foster accountability.

Microbreaks

Be sure to set aside specific time to take a break from your computer screen, if feasible. Give your eyes a rest, stretch your body, or take a brief stroll around your workspace or home. Consider adopting the Pomodoro technique, where you engage in 25 minutes of uninterrupted work followed by a 5-minute break. There are numerous online timers available or you can customize your own!

Employers and Management Role

Encourage movement during the work day.

  • Employees may experience fear around taking microbreaks or leaving their desks for a quick walk.
  • Open the conversation around workday movement, make suggestions you and your company would be okay with employees partaking in, and if you want, schedule it into your staff's calendars to encourage them!

Highlight your company's EAP

  • Educate staff on ways they can use their EAP to enhance their movement routine

Create company movement challenges

  • Create a community within your company by creating fun challenges for employees to partake in, this will facilitate an environment of positivity, change and progress towards a more active workday.

Implement Walking Meetings

  • Moving your body can stimulate creativity and enhance problem solving skills 4

Encourage flexible working

  • Allow employees to take longer lunch breaks or flexible start and end times to allow them the space to attend workout classes throughout the day. This will also boost their exposure to sunlight (if they opt to workout outdoors) thus improving mood.

Invest in standing desks

  • Replace the office desks with standing desks to allow employees more time on their feet throughout the day.

Movement doesn't have to be an hour or more of intense exercise. Start thinking about ways you can weave physical activity into your workday and experience the positive effects on your mental well-being!

Resources:

1   “Mental Illness in Canada.” CMHA Alberta Division, 8 Mar. 2023, alberta.cmha.ca/mental-illness-in-canada/. 

2  LaRocque, Abby. “How Physical Activity Improves Mental Health.” Canadian Mental Health Association / CMHA Calgary, 6 Oct. 2021, cmha.calgary.ab.ca/blog/how-physical-activity-improves-mental-health-2/. 

3  Association, Alberta Kinesiology. “Mental Health Benefits of Movement: AKA.” Alberta Kinesiology Association-1, www.albertakinesiology.ca/en/page-news-1/mental-health-benefits-of-movement. Accessed 7 May 2024. 

4  Oppezzo, Marily, and Daniel L Schwartz. Give Your Ideas Some Legs: The Positive Effect of Walking on Creative Thinking , American Psychological Association , 2014, www.apa.org/pubs/journals/releases/xlm-a0036577.pdf. 

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



Mental Health in the Agriculture Industry

By Jessica Jaithoo • August 8, 2025
Author : Nicole Mahieux, Nick Canning & Kendal Tremblay Mental health is increasingly recognized as a cornerstone of employee well-being, business resilience and community strength. For HR professionals, supporting mental health is no longer optional—it’s imperative. While conversations around mental health have gained traction in many industries, one critical sector still faces unique and persistent challenges: agriculture. Farmers and agricultural workers play a vital role in food production and national food security. Yet they are among the most vulnerable when it comes to mental health struggles. In fact, they experience some of the highest rates of stress, anxiety, depression—and even suicide. This is not just a personal issue. It's a workforce issue. It's a public health issue. It's a business issue. There are a range of compounding pressures makes farming one of the most mentally taxing professions.  These include: 1.Financial Stress & Unpredictability Unstable markets, weather-dependent outcomes, and shifting government policies contribute to a constant sense of economic uncertainty. 2. Isolation Many farmers work alone and live in rural areas where access to social support is limited. Social isolation increases vulnerability to mental health concerns. 3. Stigma Although mental health stigma is slowly decreasing, it remains a barrier—especially among men, who represent 74% of the agricultural workforce. Traditional gender norms often discourage open conversations or help-seeking.

CPHR Alberta’s Commitment to Supporting Reservists

By Jessica Jaithoo • August 7, 2025
As a proud participant in the Glowing Hearts program , CPHR Alberta continues to champion the value that Canadian Armed Forces reservists bring to our workplaces. Since joining the program, we’ve seen firsthand how supporting reservists not only strengthens our communities but also enhances organizational resilience and leadership. The Value of Reservists in the Workplace Reservists are more than military personnel—they are strategic thinkers, adaptable leaders, and skilled collaborators. Their training equips them with discipline, problem-solving abilities, and a mission-focused mindset that translates seamlessly into civilian roles. Captain McKenzie Kibler of The Loyal Edmonton Regiment exemplifies this. In a recent deployment on Operation REASSURANCE, he developed leadership and operational skills that now enrich his civilian career. Watch his story here. Support, Recognition, and Incentives for Employers Supporting reservists doesn’t mean sacrificing business continuity—in fact, it opens the door to meaningful recognition and financial support. Through the Compensation for Employers of Reservists Program (CERP) , employers can receive grants to help offset operational costs when a reservist-employee is away for 30 days or more. At the same time, organizations that register their reservist leave policies with the Glowing Hearts program are publicly recognized on the Canadian Forces Liaison Council website and receive a certificate of support and digital badge. These benefits not only ease the logistical challenges of supporting reservists but also position your organization as a leader in community engagement and national service. Tools and Templates for HR Leaders To make it easier for organizations to support reservists, CPHR Alberta offers a Reservist Leave Policy Template. This resource outlines eligibility, leave procedures, compensation, and compliance with federal and provincial legislation—making it simple to implement a supportive policy. Access the template through the Member Portal.

Leadership Risk Isn't Just a C-Suite Concern

By Marina Perkovic • July 29, 2025
Companies that invest in leadership development see real returns. According to Brandon Hall Group, organizations with strong leadership development programs are 1.5 times more likely to be financially high-performing, reinforcing the clear connection between leadership strength and business success (Brandon Hall Group, 2015). For small to mid-sized businesses, this risk can be especially high. As teams expand and complexity increases, the informal leadership structures that worked early on can start to crack. That’s where proactive leadership development and risk mitigation go hand-in-hand. The Leadership Gap Is a Hidden Business Risk According to a recent CPHR Alberta report, talent development and leadership gaps remain one of the top five organizational risks (CPHR Alberta, 2023). The consequences are rarely immediate, but they compound over time: • Missed growth opportunities • High-potential employees leaving due to lack of career clarity • Poor team morale when unprepared managers struggle to lead • Strategic drift from lack of alignment at the top A growing company without a leadership pipeline is like a car without a spare tire, it might keep rolling, but one unexpected bump can send the whole operation into a tailspin. Risk Mitigation Starts with Leadership Insight The first step in mitigating leadership risk is to move from guesswork to clarity. That means using structured tools like leadership assessments, succession planning frameworks, and targeted coaching to surface the actual capabilities of current and emerging leaders. In professional services firms, for example, it’s common to see technically strong employees promoted into management roles. While they excel in their areas of expertise, they often lack key leadership capabilities like delegation, feedback, and emotional intelligence (Gallo, 2016). Without proper development, this can lead to stalled projects, disengaged teams, and higher turnover. Leadership assessments and focused coaching are essential to identify these gaps early and build the skills needed to lead effectively. Common Leadership Risks in SMBs Every organization faces different risks, but these are some of the most common leadership vulnerabilities seen in growth-stage companies (SHRM, 2022): • Lack of succession planning: Only one person knows how to run a key function, creating bottlenecks and burnout. • Unclear decision-making authority: Teams waste time waiting for approvals or duplicating efforts due to ambiguous roles. • Promotion without preparation: High performers are promoted into leadership roles without training, leading to micromanagement or misalignment. • Poor feedback culture: A lack of honest dialogue means small issues snowball into bigger people problems. • Leadership misfit: A leader’s natural style may clash with the culture or needs of a specific team or situation. Mitigating these risks requires more than a one-time workshop. It takes intentional development, structured tools, and reinforcement over time (SHRM, 2022). What Effective Mitigation Looks Like The most successful companies don’t wait for a leadership crisis to take action. They build leadership strength proactively. Here’s what that looks like: • Leadership assessments are used during hiring and promotions to identify fit, style, and potential blind spots. • Customized coaching programs help leaders build the exact skills they need in real time, tied to their actual challenges (International Coaching Federation, 2022). • Leadership training cohorts (such as PowerUp Leadership’s “Coaching Skills for Managers” or “Authentic Leadership” programs) create a shared foundation across the organization. • Succession maps identify who is ready or could be ready for key roles in 12–24 months, creating a proactive development plan (SHRM, 2022). As companies grow, the complexity of people management increases exponentially. Systems, tools, and strategy all matter but none of them work without effective leadership behind them (McKinsey & Company, 2018). Investing in leadership development isn’t a “nice to have” for big companies, it’s a risk management strategy for every business serious about sustainable growth. 
MORE NEWS