Workplace Wellness that Works: Summary Review
Have you ever wondered how integrating well-being into the workplace can transform both employee satisfaction and organizational success?
In Workplace Wellness That Works, Laura Putnam offers a compelling blueprint for fostering healthier work environments that benefit everyone involved.
What is the Book About?
In Workplace Wellness That Works, Laura Putnam presents a comprehensive guide to enhancing employee well-being within organizations. She emphasizes the importance of intertwining wellness initiatives with the existing organizational culture, advocating for a shift from traditional programs to more creative and humane strategies. The book provides actionable steps, backed by research and real-world examples, to help employers inspire meaningful lifestyle changes among employees, thereby cultivating a culture of health and happiness.
Putnam addresses the challenges of behavioral change in the workplace, offering insights into designing and implementing effective wellness strategies. She guides readers on assessing organizational needs and crafting plans that genuinely benefit employees, moving beyond superficial fixes to drive substantial improvements in health and productivity. The book serves as a valuable resource for leaders aiming to create supportive environments that promote well-being and, ultimately, enhance organizational performance.
Book Details
Print length: 352 pages
Language: English
Publication date: June 15, 2015
Genre: Business/Workplace Wellness
Book Author
Core Theme
At the heart of Workplace Wellness That Works lies the conviction that employee well-being is integral to organizational success. Laura Putnam challenges traditional wellness programs, advocating for initiatives that are seamlessly woven into the fabric of the company’s culture. By aligning wellness strategies with organizational goals, she emphasizes creating environments where employees naturally adopt healthier lifestyles, leading to enhanced productivity and morale.
Putnam also addresses the complexities of behavioral change within the workplace. She underscores the necessity of understanding individual motivations and the broader organizational context to design effective wellness interventions. Through practical examples and research-backed insights, the book illustrates how fostering a culture that supports well-being can result in sustained positive outcomes for both employees and the organization.
Key Takeaways
A few impactful lessons and summary notes from the book:
1. Well-being Encompasses More Than Just Physical Health
Understanding workplace wellness requires seeing it as more than just the absence of illness; it’s about fostering an environment where individuals enjoy their work, move more throughout the day, and build meaningful connections with their colleagues. *Workplace Wellness That Works* emphasizes that creating a truly healthy workplace means addressing various dimensions of well-being, not just focusing on traditional health metrics. This holistic view acknowledges the biological and cultural mismatches prevalent in modern workplaces, where sedentary jobs and processed foods often conflict with our natural human needs for activity, wholesome nutrition, and genuine interaction.
2. Discovering the Underlying Motivations for Change
A fundamental aspect of establishing successful wellness programs, as highlighted in *Workplace Wellness That Works*, is the need to tap into people’s intrinsic reasons for wanting to change. Individuals and organizations alike need to find their “inner why” to truly commit to well-being initiatives. Rather than imposing changes or relying on fear-based tactics, the book suggests that understanding and appealing to basic human needs and aspirations is far more effective in fostering a genuine desire for healthier behaviors. Connecting well-being efforts to feelings of purpose and the inherent joy of play can significantly strengthen motivation and lead to more sustainable engagement.
3. Taking Initiative as a Catalyst for Well-being
To truly infuse well-being into an organization, individuals must embrace the role of an “agent of change”. This involves proactively promoting healthy living by sharing personal stories, using comparisons to illustrate messages, and leading by example. *Workplace Wellness That Works* stresses that you don’t need to be an expert or wait for formal permission to start making a difference; taking initiative and speaking from the heart can be incredibly impactful in inspiring others. This proactive approach is crucial because people can’t perform at their best when they feel unwell, making employee health a significant business imperative that goes beyond just cost savings.
4. Envisioning a Comprehensive and Integrated Well-being Drive
Creating a clear and compelling vision is essential for any successful well-being initiative. This vision needs to be multidimensional, reflecting the multifaceted nature of well-being itself. *Workplace Wellness That Works* guides readers to develop a vision that not only articulates the desired healthier workplace but also inspires belief and facilitates the realization of that vision. This involves considering various aspects of employee well-being, including emotional, social, and physical health, and ensuring the vision resonates with the diverse needs and perspectives within the organization.
5. Recognizing the Foundational Role of Workplace Culture
The culture of an organization serves as the bedrock for any successful well-being drive. As Peter Drucker famously noted, “Culture eats strategy for breakfast,” underscoring that shared values, social norms, and organizational philosophy significantly influence the success of any initiative. *Workplace Wellness That Works* emphasizes the importance of understanding the existing workplace culture, including its formal and informal aspects, as it directly impacts employee engagement, which is crucial for the success of any well-being program. Addressing cultural barriers, such as the “ideology of comfort and the tyranny of custom,” is often necessary for meaningful change.
6. Beginning with Strengths and Incrementally Building Momentum
When initiating a well-being drive, *Workplace Wellness That Works* advises starting with areas of existing strength, both at the individual and organizational levels. This approach allows for early wins and builds confidence and momentum for broader initiatives. Rather than striving for immediate perfection, the book advocates for a “learning through doing” approach, encouraging the launch of programs and then fine-tuning them based on feedback and experience. This iterative process, characterized by a growth mindset—believing in the power of change for everyone—is key to long-term success.
7. Embracing Collaboration and Diverse Perspectives
A successful well-being drive necessitates an interdisciplinary approach, involving a variety of people from different departments and levels within the organization. *Workplace Wellness That Works* highlights the importance of building an “internal da Vinci Team”—a diverse group that can bring different skills and perspectives to the initiative, including HR, compensation and benefits, facilities management, IT, marketing, and even safety representatives. This collaborative approach not only ensures a more comprehensive and well-rounded program but also fosters greater buy-in and participation across the organization, breaking down silos that can hinder progress.
8. Communicating Strategically and Choosing Words Carefully
The language used to frame well-being initiatives is crucial for their success. *Workplace Wellness That Works* suggests “sneaking” well-being into the organization by reframing it with more appealing terms and avoiding stigmatized language like “stress management”. Instead of focusing on “health” or “wellness,” which can feel like obligations, the book recommends using words like “energy,” “mindfulness,” “emotional intelligence,” “sustainable engagement,” and “human performance improvement” to create a more positive and inviting narrative. Inviting people to join a “movement” rather than just a program can also be more motivating and foster a sense of shared purpose.
9. Aligning Well-being Efforts with Basic Human Needs
Connecting well-being initiatives to fundamental human needs, as outlined in Maslow’s hierarchy, is a powerful strategy for driving engagement. *Workplace Wellness That Works* explains that individuals need their survival, safety, connection, self-esteem, and self-fulfillment needs met to achieve peace of mind and thrive. Wellness programs that support these needs are more likely to resonate with employees and lead to lasting change. When people feel supported by their bosses and colleagues and experience a sense of social safety, they are more receptive to and enthusiastic about participating in wellness initiatives.
10. Fostering Motivation Through Purpose, Enjoyment, and Positive Reinforcement
Feelings of purpose and the joy of play are vital for strengthening motivation in well-being efforts. *Workplace Wellness That Works* emphasizes that when people feel their lives have meaning, they gain energy and are more likely to engage in healthy behaviors. Incorporating elements of fun and play into wellness programs can make them more enjoyable and sustainable. Furthermore, accentuating the positive and focusing on what people are doing right is more effective than using fear or negative messaging. Encouraging employees to identify positive events in their day and focusing on their strengths can build a sense of competency and capability, further driving motivation.
11. Guiding Behavior Through Environmental Cues and Gentle Prompts
Creating lasting behavioral change often involves subtle influences and environmental cues, or “nudges”. *Workplace Wellness That Works* suggests making healthy options the easiest choice, such as placing fruits at the cafeteria cash register instead of candy. Other effective nudges include providing healthy food in vending machines, improving lighting in staircases, offering on-site gym facilities, and promoting healthy snack options. These cues communicate the organization’s values and subtly encourage healthier behaviors, often by mirroring the positive actions of leaders.
12. Adopting an Iterative Approach with Continuous Assessment
*Workplace Wellness That Works* advocates for launching wellness programs and then continuously evaluating their impact and making adjustments as needed. This “launch and iterate” approach recognizes that programs don’t need to be perfect from the outset and encourages flexibility and responsiveness to feedback. Measuring the impact of the wellness drive on an organizational level provides valuable insights and allows for fine-tuning strategies to better meet the needs of employees and achieve desired outcomes. Ongoing assessments combined with participant feedback are crucial for ensuring the quality and relevance of programming.
13. Committing to a Cultural Shift Towards Enduring Well-being
Ultimately, successful workplace wellness is not about implementing a series of isolated projects but about fostering a fundamental shift towards a workplace culture that prioritizes well-being as a way of life. *Workplace Wellness That Works* stresses that this requires a deep and sustained commitment from everyone involved, not just to specific activities but to the overall ethos of the organization. This involves a change in the implicit contract between organizations and employees, moving towards a model where organizations invest in their people’s holistic well-being, and individuals, in turn, bring their full energy and engagement to work.
14. Moving Beyond Outdated Models of Workplace Wellness
*Workplace Wellness That Works* challenges the effectiveness of the traditional workplace wellness model, which often involves assessment, feedback, programs, follow-up evaluation, and incentives. While this classic model was pioneered with good intentions, Putnam suggests that for most companies today, it is simply not working. The book offers a fresh perspective, focusing on how to truly infuse well-being and vitality into an organization through a more human-centered and culturally sensitive approach. The assumption that health changes and biometrics alone will motivate people to stick with healthy behaviors is often incorrect.
15. The Indispensable Role of Leadership Engagement and Strategic Alignment
Leadership engagement at all levels is a critical factor in the success of any workplace wellness initiative. *Workplace Wellness That Works* emphasizes that for a wellness program to truly take hold, it must be aligned with the organization’s core values, operational strategies, and existing cultural norms. Without visible support and active participation from leaders, wellness efforts may be perceived as insincere or non-essential. Aligning wellness strategies with the broader organizational goals ensures that well-being is seen as integral to overall success, rather than a separate add-on.
16. Shifting Focus from Time Management to Energy Management
Drawing on the insights from “Manage Your Energy, Not Your Time,” *Workplace Wellness That Works* implicitly suggests that organizations should focus on helping employees manage their energy levels rather than just their time. The traditional model of trying to extract as much as possible from employees as quickly as possible can lead to depletion and burnout for individuals and disengagement for organizations. Investing in employees’ well-being across all dimensions of their lives allows them to build and sustain their value, leading to a more mutually beneficial and enriching relationship between individuals and their workplaces.
17. Addressing Fundamental Mismatches Between Humans and Modern Work
*Workplace Wellness That Works* highlights that today’s workplace often creates a “petri dish of biological-cultural mismatches”. Our bodies are designed for activity and whole foods, and we thrive on human connection, yet many jobs are sedentary, diets are often processed, and meaningful interaction can be limited. Workplace wellness, therefore, serves as a crucial counterforce to these mismatches, aiming to help staff members be more “human” by encouraging physical activity, healthier eating, stronger social bonds, and a sense of meaning in their work.
18. Understanding the Sequential Nature of Human Needs in Well-being
Drawing on Abraham Maslow’s hierarchy of needs, *Workplace Wellness That Works* underscores that people must have their basic needs met in a specific order to achieve well-being. These needs progress from survival (food, water, shelter) and safety to connection, self-esteem, and finally, self-fulfillment. Wellness programs that acknowledge and support employees in meeting these fundamental needs are more likely to be successful, as individuals who feel secure and connected are better positioned to pursue personal and professional growth.
19. Recognizing the Ineffectiveness of Fear and Short-Term Incentives
*Workplace Wellness That Works* cautions against using fear-based tactics and relying heavily on incentives to drive participation in wellness programs. While fear might deter some negative behaviors, it can also backfire, causing anxiety and counterproductive responses. Similarly, incentives may initially increase participation rates, but they can diminish intrinsic motivation in the long run and even lead to unethical behavior as people try to game the system for rewards. Sustainable change comes from intrinsic motivation and a genuine desire for well-being, not from external pressures or fleeting rewards.
20. Fostering Collaboration and Breaking Down Organizational Barriers
Increased collaboration and cooperation among different parts of an organization yield significant benefits for wellness initiatives. *Workplace Wellness That Works* highlights that silos, often disguised as individual employees or departmental divisions, can hinder the flow of information and the collective effort required for successful wellness programs. By building interdisciplinary teams and encouraging communication across all levels and departments, organizations can foster a more unified and supportive environment for well-being.
21. Empowering Employees Through Choice and Autonomy
Providing employees with autonomy and choices in their wellness journey is crucial for fostering engagement and long-term adherence. *Workplace Wellness That Works* suggests guiding people to focus on their strengths and empowering them to make healthy changes in ways that fit their individual needs and preferences. When employees feel they have control over their well-being and are supported in making choices that align with their lives, they are more likely to stay committed to positive behaviors.
22. Maximizing the Use of Existing Organizational Resources
To effectively launch and sustain workplace wellness initiatives, *Workplace Wellness That Works* advises leveraging existing resources, both internal and external. This may involve reallocating current resources or strategically partnering with external providers to enhance the scope and quality of wellness offerings. By making the most of available assets, organizations can implement comprehensive programs without necessarily incurring significant new costs.
23. Connecting a Positive Workplace Culture to Broader Organizational Success
*Workplace Wellness That Works* aligns with the idea that a thriving workplace culture, one that prioritizes employee well-being, is intrinsically linked to organizational success. Companies that are highly admired, considered great places to work, and also rank among the most profitable in their industries often have a strong workplace culture that nourishes personal growth and professional development. Investing in wellness initiatives is therefore not just a benefit for employees but a strategic advantage for the organization as a whole.
24. Encouraging Creativity and Experimentation in Program Development
Taking a creative and experimental approach to developing and implementing wellness programs is essential for keeping them engaging and relevant. *Workplace Wellness That Works* highlights examples of innovative initiatives, such as L’Oréal’s popular fitness and lunchtime learning programs and Blue Shield’s “Wellvolution” program focused on mind, body, and spiritual wellness. Encouraging brainstorming and the exploration of new ideas, as facilitated by techniques like the “Six Hats Thinking” model, can lead to more effective and appealing wellness offerings.
Book Strengths
The book excels in providing a fresh perspective on workplace wellness by moving beyond generic programs to strategies that resonate with employees’ intrinsic motivations. Putnam’s approach is deeply researched, offering practical steps that are both innovative and applicable across various organizational contexts. Her emphasis on aligning wellness initiatives with company culture makes the guidance both realistic and achievable.
Who This Book Is For
This book is ideal for HR professionals, organizational leaders, and managers who are committed to enhancing employee well-being and organizational performance. It’s also valuable for wellness consultants and anyone interested in understanding how to create effective wellness programs that align with both employee needs and business objectives.
Why Should You Read This Book?
Reading Workplace Wellness That Works equips you with the knowledge to transform traditional wellness programs into dynamic initiatives that genuinely benefit employees and the organization. Putnam’s insights help in designing wellness strategies that are both effective and sustainable, leading to a healthier, more engaged workforce. The book’s practical advice and real-world examples make it a valuable resource for anyone looking to make a meaningful impact on workplace well-being.
Concluding Thoughts
In Workplace Wellness That Works, Laura Putnam provides a transformative approach to employee well-being, emphasizing the integration of wellness into the very ethos of an organization. Her insights challenge the status quo, encouraging leaders to think creatively and empathetically about fostering a culture of health.
By adopting the strategies outlined in this book, organizations can expect not only healthier employees but also a more vibrant and productive workplace. It’s a must-read for anyone dedicated to making a positive impact on both individual lives and organizational outcomes.
* Get the book on Amazon or discover more via the author’s website or social channels.
Chief Editor
Tal Gur is an impact-driven creator at heart. After trading his daily grind for a life of his own design, he spent a decade pursuing 100 life goals around the globe. Tal's journey and recent book, The Art of Fully Living, inspired him to found Elevate Society.
