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/.
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.
Author: Rheya Patel, 2026 Social Media Committee Member As days become longer and the weather warms up, the first day of spring brings a sense of renewal and new beginnings. A time that feels more energizing and people are more motivated to reset their routines, look for new opportunities and clear away old habits. While spring is commonly associated with “spring cleaning” in the home, perhaps the same principal can be applies to the workplace. For organizations and HR groups, spring can be the perfect opportunity to encourage employees to reflect and construct new meaningful goals and “clean” out the “clutter” of goals that no longer help them grow or have already been achieved. Why is Spring the Perfect Time for Goal Setting? With the rush of returning to work after the holidays and resuming normal life, spring gives a perfect moment to pause and reflect. Employees can check on their progress, realign priorities and continue the year with renewed motivation. For HR teams, encouraging this reflection can re-engage employees and increase motivation. In turn, employees are more likely to be focused and productive while creating a space for meaningful conversations about growth, development, and career progression. How Can We Encourage Goal Reflection? Believe it or not, HR plays a crucial role in goal setting whether it is realized or not. Creating an open work environment where employees feel supported and encouraged with professional development is key in reflection and goal setting. Below are several ways organizations can use the season of renewal to inspire growth and goal setting. Encourage Reflection What accomplishments have employees made that they are proud of? What challenges have they faced? Asking these kind of questions and having one-on-one check-ins with employees can help support employees to openly discuss their goals and aspirations, and potentially create new goals. Promote Professional Development and Growth The arrival of spring can also create the chance to introduce new learning opportunities. Having a fresh mindset combined with training, workshops, mentorship initiatives, or skill-building programs, employees can feel more motivated and supported in pursuing growth. This helps employees expand their skillsets and strengthen the organization as a whole. Foster Collaboration and New Ideas Tying back to renewed energy, organizations can encourage teams to collaborate and share new ideas. Brainstorming sessions, innovation workshops, or team goal-setting can foster inspiration and connectivity, Having an open space for discussions can help teams align goals with organizational priorities to promote innovation and productivity. Celebrate Progress Recognizing progress along the way is essential. Celebrating achievements and acknowledging progress have a significant impact on employee morale. Employee recognition programs, team shoutouts, or words of appreciation can go a long way to remind employees how valuable their efforts and contributions are and continue to motivate them to strive towards their goals. Final Thoughts The arrival of spring represents renewal, growth, and new possibilities. For HR professionals, it’s also the opportunity to encourage employees to pause, reflect, and move through the rest of the year with renewed purpose. Encouraging goal setting, promoting professional development, fostering collaboration, and celebrating progress, can tie the season of newness to inspire meaningful growth. The new season reminds us that progress doesn’t need to start January 1st. Sometimes, a change in perspective, and a little springtime inspiration, can be the step towards pursuing new goals and growth with confidence.
As the governing voice of CPHR Alberta, the Board of Directors meets quarterly to provide oversight and guidance in several key areas. The Board, alongside CPHR Alberta operations, have began delivery on the association's new strategic priorities developed in the 2026-2028 strategic plan. To ensure transparency between our Board of Directors, members and key stakeholders, we are sharing post-meeting messages to inform the steps taken towards advancing our profession and ensuring a financially stable association. The Board of Directors met on March 14, 2026 to review organizational performance, governance matters, and strategic priorities for the coming year. The Board’s key messages for the membership are as follows: Strong Association Performance in 2025 The Board reviewed the 2025 year-end financial statements and Q4 Management Discussion & Analysis. Key highlights include: 7,332 active members in 2025 (+409), a 6% year-over-year increase Student membership drove much of the growth, strengthening the profession’s long-term pipeline 76 professional development events delivered, reaching 7,000+ participants across Alberta 2025 CPHR Alberta Conference exceeded attendance targets with strong sponsor engagement 2026 conference outlook is strong, with sponsorship commitments nearing target levels The Board approved the 2025 audited financial statements, confirming the organization remains financially stable and well-positioned to support continued growth. Strengthening the Value of Recognition of the CPHR Designation The Board reviewed updates on thought leadership, marketing, and labour-market recognition of the designation. Key insights include that 52% of qualifying HR job postings now require or prefer a CPHR designation, demonstrating strong labour-market recognition. Strategic partnerships also continue to expand, including advancement in opportunities with the Academy to Innovate HR (AIHR). Marketing initiatives and industry engagement are focused on building awareness of the designation across employers and HR professionals. The Board remains focused on protecting and strengthening the credibility and value of the designation. Self-Regulation and Advocacy The Board discussed the current self-regulation review. Governance and Board Leadership The Board received updates from its committees and discussed key governance matters, including the Finance & Audit Committee’s oversight of audited financial statements and financial performance and the Governance Committee’s work on governance policy and board practices. The Human Resources Committee also provided updates on governance processes, including expressions of interest and board director voting results. The Board also reviewed board effectiveness practices, succession planning, and interest in the Vice-Chair role as part of ensuring strong leadership continuity. Looking Ahead The Board discussed priorities for the coming months, including: Preparation for the 2026 Annual General Meeting (May 7) Continued membership growth and engagement Delivering a successful 2026 CPHR Alberta Conference (June 2-3) The Board remains focused on supporting members, advancing the HR profession, and ensuring the organization remains strong and sustainable. The next Board meeting takes place in June 2026, after which we will again share our key messages. If you have any questions regarding these key messages or the Board of Directors, please contact chair@cphrab.ca . We welcome your feedback!
The 2026 HRC West Case Competition, hosted by CPHR BC & Yukon and CPHR Alberta, concluded with outstanding student performances from across British Columbia and Alberta, showcasing the next generation of human resource professionals. The first-place team, ThriveSpire from Mount Royal University’s Bissett School of Business (Alberta), consisting of Nicole Sivertson, Brooke Jenkins, Jam Roda, and Gabrielle Vadnais, secured the $1,500 grand prize for their winning case presentation. Second place was awarded to HRInnovate from Bow Valley College (Alberta), followed by HRmony Solutions from Acsenda School of Management (British Columbia) in third and Innocore from Douglas College (British Columbia) in fourth place. This year’s competition featured 16 teams from post-secondary business schools across BC and Alberta. The exceptional quality of presentations reflected the passion, innovation, and practical expertise students will bring to the human resources profession as they begin their careers. CPHR BC & Yukon and CPHR Alberta extend their sincere thanks to all participating students, coaches, and judges for their dedication and contributions to the success of the event. Special appreciation is also extended to KPU’s Melville School of Business for hosting the 2026 HRC West Case Competition. Plans are already underway for the 2027 HRC West Case Competition, which will take place at Mount Royal University in Alberta on March 5 and 6, 2027. For more information visit: https://cphrbc.ca/hrc-west About the HRC West Case Competition The HRC West Case Competition is an annual student competition organized and co-hosted by CPHR BC & Yukon and CPHR Alberta, bringing together post-secondary students from across Western Canada to apply human resource theory to real-world business challenges while fostering professional growth, collaboration, and industry readiness. About CPHR BC & Yukon CPHR BC & Yukon is a non-profit organization dedicated to advancing the HR profession through education, advocacy, awareness, and professional development opportunities. Established in 1942, the association is the Voice of the HR Profession with a mandate to enhance the profession and advance member value. The organization provides leadership to more than 8,500 members and is both a founding member of the Chartered Professionals in Human Resources of Canada (CPHR Canada) and the exclusive grantor of the Chartered Professional in Human Resources (CPHR) designation in British Columbia and the Yukon. www.cphrbc.ca Media Contact: Quinne Davey Senior Member Relations Manager, CPHR BC & Yukon quinnedavey@cphrbc.ca 604-694-6943 www.cphrbc.ca
