Goodbye Poor Posture – 6 Ergonomic Desk Tips

Bad posture is often a culprit of common issues including neck pain, upper/lower back pain, shoulder pain, and headaches.

This is why we asked one of our clients, Foundation Physio and Wellness, a physiotherapy clinic located in downtown Toronto for some advice for those who live at their desk every day.

“Maintaining a proper sitting posture throughout the workday can be quite challenging, so it is crucial to make sure your workspace is set up to facilitate that proper posture”  — Victoria  Lavinskas, Physiotherapist, PT, MScPT


Poor Posture        
Good Posture








Victoria and her team shared with us six important ergonomic tips for your workspace to help your employees keep a healthy posture:

1. Adjust the backrest/back support so that there is a slight reverse curve in the lowest part of your back.

The spine has natural curves in its “neutral” position. An ideal sitting posture should maintain those curves. Your chair can help by providing support for that lower part of your back.

2. Ensure there is a 90-120° angle of your hips and that you are not slouched.

If the angle of your hips is too great (e.g. when you’re sitting in a soft/low couch) it can cause your lower back to round out and create a “slouched” posture, which will affect the rest of the spine

3. Raise/lower the chair so that a) your feet are flat on the floor and b) your knees are also at a 90° angle.

This will decrease strain on your lower back.

4. Move closer to the table, so that your hands can reach the keyboard while your shoulders are pinched back, elbows are by your side and bent between 90-120°.

This will decrease any strain on your neck and shoulders.

5. Adjust the height of the workstation or the armrests on the chair, so that your hands are at a lower level than your elbows.

This will allow your wrists to stay in a position which will take some load off of your forearm muscles.

6. Adjust the distance of the monitor, so the top of the screen is equal to eye level.

This will encourage an upright posture since your eyes are facing straight ahead.

And there you have it—six ergonomic tips that you can share with your employees in your company to make for healthier and happier employees.

Do you know any other tips for staying healthy while working a desk job? Share them in the comments below!

Note: this ergonomic advice is to be used for preventative purposes.  In the case of injury or limitation, please consult with a physiotherapist or chiropractor as soon as possible.

Foundation Physiotherapy is one of Toronto’s best-reviewed clinics. Visit them here, and speak with one of their health care providers.

3 Desk Exercises to Stay Healthy at Work

The human body doesn’t like maintaining any prolonged static posture.

This is why we asked one of our clients, Foundation Physio & Wellness, a physiotherapy clinic located in downtown Toronto for some advice for those who live at their desk every day.

“It’s a good idea to take some breaks throughout the workday (ideally every 30 minutes) and walk around to keep your body happy.”  — Victoria Lavinskas, Physiotherapist, PT, MScPT

However, Victoria and her team know that not everyone has the luxury to walk away from their desk that often, so they taught us how to maintain a healthy body through the use of desk exercises. We wanted to share them with you in the case that you and your employees spend a lot of time as your desks as well.

Here are 3 exercises you can do at your desk to keep moving throughout the day:

1. Axial Extension

Sit as tall as possible. Imagine someone is pulling up on a hair on the top of your head. Hold this position for 6 sec and repeat 10 times every hour.

2. Shoulder Retraction

Squeeze your shoulder blades back together. This contraction shouldn’t be too strong. Picture trying to hold an egg between your shoulder blades without breaking it. Hold this position for 6 seconds and repeat this 10 times every hour.

desk stretch

3. Trunk Rotations

Keeping your chin tucked in, cross your arms in front of your chest and turn your upper body as far as you can to each side. You can add a deep breath at the end of each repetition, and repeat this 5 times every hour.

desk stretch

 And there you have it – some desk exercises to do when you don’t have the time to take a walk. Feel free to share this with your teams to keep your workplace happy and healthy.

Do you know any other desk exercises? Share them in the comment section below!

Note: these exercises are to be used for preventative purposes. In the case of injury or limitation, please consult with a physiotherapist or chiropractor as soon as possible.


Foundation Physio is one of Toronto’s best-reviewed clinics. Visit them here and speak with one of their health care providers.


3 Ways HR and Marketing Can Influence One Another

There is an increasing demand for HR to forge an alliance with marketing, as more companies realize the potential such a partnership holds in building a successful brand. If you’re looking to find common ground with marketing, you’ll discover that they also work to understand the psychology of people as well as what drives and influences them. Coming together is the perfect opportunity to merge your internal and external brand for a more holistic stakeholder experience.

Here are some (overlooked) strategies to consider building between the departments:

1) Align your brand from the inside out

The essence of a strong brand is one that provides a consistent user experience aligned from the inside out. Achieving alignment requires HR and marketing to bridge the gap between the internal and external brand through your employees who represent everything the company does and stands for. This involves connecting your employees to the brand’s purpose, mission, and values as well as equipping them with the resources they need to deliver on the company’s promise to consumers.

2) Develop an employee advocacy program

Considering that 90% of customers trust recommendations from people they know above all other forms of marketing, your employees are an undervalued source of power into reaching untapped audiences. Together with marketing, create an employee advocacy program that will incentivize your team to promote the brand, share their employee experience, and rock their promotional products for brand recognition. Potential customers and hires will be more interested in your company when they see your employees engaged in the company’s product, services, and mission.

3) Implement a marketing recruitment strategy

In the same way, marketing sets out to attract and engage new customers, HR can benefit from adopting a similar mindset with potential hires. By partnering with marketing to create recruitment campaigns, you can look to differentiate your brand and begin to build a pipeline of qualified talent. These campaigns can look like anything from attending events to creating content. The canvas is yours to paint here.

Once you’ve created a stellar recruitment campaign, you’ll need a way to seamlessly onboard all of that talent.  Take a look at how an HRIS, such as Humi, can make sure that those painful onboarding days are over.

3 Ways HR and Finance Should Be Joining Forces

The relationship between HR and finance has long been seen as a reflection of conflicting interests between an organization’s people and money. Although both functions appear to have competing priorities, they are ultimately driven by the underlying goal of achieving higher levels of performance and profitability.

With an increase in demand for strategic partnerships, companies are starting to see more collaboration between the two departments. A survey by Ernest & Young reports that 80% of 550 HR and finance professionals have spent more time working together over the past three years and, as a result, have seen an increase in productivity, engagement, and innovation.

We are here to show you the few, of the many ways, you can join forces with finance to influence your bottom-line results:

1) Reducing the company’s expenses by increasing retention

While finance works to minimize operating costs, HR is finding the prevalence of high turnover to be a significant source of expense, with an average cost-per-hire of $4129. Administer an anonymous survey on the employee experience to understand the factors driving employees to leave your company and use those results to develop a cost-effective strategy. Comparing your turnover rates and conducting a post-implementation survey can help indicate how much has changed in expenses and employee attitudes.

2) Forecasting financial impact of future workforce

When HR and finance forecast workforce and financial needs separately, they lose out on gaining valuable insight into how they influence each other. Combining your analytics can give you insight into how future headcount, salary, benefits, and other human capital needs will impact financial performance and vice versa. The more ways you can combine different sets of data, the more likely you will be able to project and prepare for the inevitable challenges that lie ahead.

3) Allocating funds to a competitive benefits program at a sustainable cost

HR may not always put into perspective the financial implications of a benefits program. Finance, on the other hand, often sees past the value it brings to attracting, engaging, and retaining the right employees. By combining your knowledge of the latest trending benefits with finance’s understanding of sustainable spending, you can rest assured that the program you choose will not only enhance the employee experience but also generate an attractive return on investment for the company.

Take a look at how thousands of HR leaders are creating impactful work with their finance departments by using an HRIS such as Humi


Offboarding: The Art of Gracefully Parting Ways with an Employee

As an employee’s lifecycle at your company comes to an end, the last impression they leave with can be just as important as the first. However, unlike onboarding, companies often drop the ball when it comes to developing an offboarding process – failing to realize that departing employees leave just as much of an impact as those coming in.

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Thinking Beyond the Conventional Approach to Millennial Retention

Millennials have earned a reputation as the job-hopping generation, always in search for the next best career opportunity. In fact, six out of ten millennials are open to new job opportunities and only half expect to remain with their current company over the next year. As they continue to dominate the workforce, HR professionals are making it a top priority to find the most effective ways to retain their best performers.

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Tackling Common HR Software Misconceptions

It’s no secret that the integration of technology into human resources is changing how we manage our employees with HR. Yet misconceptions about a Human Resource Information System’s (HRIS) role for SMEs often cause many company leaders to overlook its value. If you are an HR professional looking to make the implementation of an HRIS a priority at your executive table, start by addressing the realities of these common misconceptions:

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Client Spotlight: Hippo CMMS

Hippo CMMS is a growing software development company located in Winnipeg, Canada. Since its launch in 2002, Hippo has become a leader in computerized maintenance management software servicing businesses across a broad spectrum of industries. Starting out with only four staffers, today, Hippo employs over 20 people in a variety of positions including software development, marketing, sales, customer support, customer onboarding, administration, and management. They currently have over 750 organizations using its cloud-based CMMS system and expect to finish 2017 with more than 900. Hippo CMMS customers include Prada, MTS, Cablevision, Mountain Equipment Coop, The Bay Centre and Sharp, to name a few.

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