Workplace Wellness That Works: 10 Steps to Infuse Well-Being and Vitality into Any Organization by Laura Putnam Summary

1. Shift wellness from individual programs to culture-wide movement for sustainable employee health
2. Train managers as wellbeing catalysts instead of relying on top-down wellness initiatives
3. Replace sitting norms with micro-movement strategies like standing meetings and walking breaks
4. Build purpose-driven wellness visions through team visualization exercises and multimodal wellbeing collages
5. Combat chronic sitting with "movement infusion" tactics that align with work rhythms
6. Pair physical activity with mindfulness practices to boost both metabolic and mental health
7. Design "Get Vitality" programs that connect self-care to improved team collaboration skills
8. Measure wellness success through engagement metrics rather than arbitrary health outcome quotas
9. Implement curiosity-first discovery processes to identify unique organizational wellbeing needs
10. Leverage peer influence through activator employees who model healthy boundary-setting behaviors
11. Convert traditional wellness challenges into purpose-driven learning journeys with team rewards
12. Address emotional contagion in workplaces through resilience-building manager training programs

About the Author

Laura Putnam, author of the bestselling book Workplace Wellness That Works, is a globally recognized trailblazer in organizational behavior and employee health. A Stanford University and Brown University graduate, she combines 17 years of hands-on experience as CEO of Motion Infusion with evidence-based strategies to redefine corporate wellbeing.

Her work, featured in The New York Times, Forbes, and MSNBC, bridges academic research and real-world application, emphasizing culture-driven solutions over individual-focused programs. Putnam’s groundbreaking frameworks, validated by third-party studies cited by the Mayo Clinic, have earned her accolades like the American Heart Association’s “2020 Impact” award and the National Wellness Institute’s “Circle of Leadership” honor.

Known for her engaging keynote speeches and workshops, Putnam has partnered with Fortune 500 companies like Apple, Salesforce, and Kaiser Permanente to transform workplace cultures. Her approach—rooted in activating managers and fostering curiosity—shifts wellness from a “me problem” to a “we solution.” Workplace Wellness That Works has become a cornerstone resource for HR leaders, translated into multiple languages and adopted by organizations worldwide seeking measurable, sustainable employee health improvements.

FAQs About This Book

What is Workplace Wellness that Works by Laura Putnam about?

Workplace Wellness that Works redefines employee well-being by arguing sustainable health isn’t an individual “me problem” but a cultural “we problem”. Laura Putnam offers a 10-step framework to embed wellness into organizational DNA, emphasizing leadership engagement, curiosity-driven strategies, and grassroots movements over top-down programs. The book combines behavioral science, case studies, and actionable steps to transform workplaces into hubs of vitality.

Who should read Workplace Wellness that Works?

HR professionals, wellness coordinators, and corporate leaders seeking evidence-based methods to boost employee health and productivity will benefit. Managers aiming to foster resilient teams through mindfulness, movement, and emotional well-being practices will find actionable insights. It’s also valuable for executives rethinking ROI-driven wellness initiatives in favor of culturally rooted solutions.

What are the main ideas in Workplace Wellness that Works?

Key concepts include:

• Culture-first wellness: Sustainable change requires shifting from individual compliance to collective cultural transformation.
• Managerial impact: Managers influence 70% of team engagement with well-being programs, making them critical change agents.
• Vision-driven change: Creating a multidimensional well-being vision (physical, emotional, social) aligns teams toward shared goals.

How does Laura Putnam suggest creating a wellness vision?

Putnam advocates visualizing a “desired final outcome” using collages or imagery to inspire teams, as demonstrated by Teresa Snyder’s Get Vitality program. This vision should address physical well-being (e.g., reducing sedentary habits) and emotional resilience (e.g., mindfulness practices) to create holistic cultural change.

What critiques does Workplace Wellness that Works address about traditional programs?

The book challenges outdated wellness models that focus narrowly on biometric screenings or gym memberships, which often fail to engage employees. Putnam argues these programs ignore systemic issues like sedentary work environments and stress-inducing cultures, advocating instead for purpose-driven, participatory approaches.

How does Laura Putnam recommend increasing physical activity at work?

Simple, scalable strategies include:

• Standing or walking meetings to counter sedentary habits.
• Encouraging micro-movement breaks every 30 minutes.
• Integrating fun, team-based physical challenges to foster camaraderie.

Why does emotional well-being matter in workplace wellness?

Emotional resilience enables employees to adapt to stress and uncertainty, directly impacting productivity and retention. Putnam highlights mindfulness practices, such as focused task transitions and intentional pauses, as tools to build this resilience.

What role do leaders play in workplace wellness according to Putnam?

Leaders must model well-being behaviors, allocate resources for wellness initiatives, and empower managers to champion grassroots efforts. However, Putnam stresses that middle managers are the “linchpins” of cultural change, responsible for 70% of team engagement.

How does Workplace Wellness that Works differ from other wellness books?

Unlike formulaic guides, Putnam rejects one-size-fits-all solutions, emphasizing context-specific strategies tailored to an organization’s unique culture. The book prioritizes curiosity, experimentation, and storytelling over rigid frameworks.

Can small businesses apply the ideas in Workplace Wellness that Works?

Yes. Putnam’s approach is scalable, advocating low-cost tactics like “sneaking” wellness into existing routines (e.g., lunchtime walks or gratitude practices). Small teams can leverage their agility to test and iterate strategies faster than large corporations.

What is the significance of the “we problem” concept in the book?

The phrase underscores Putnam’s thesis that individual health is intertwined with team dynamics and organizational culture. For example, toxic workloads or poor communication erode well-being, requiring systemic fixes—not just personal responsibility.

How does Workplace Wellness that Works address remote or hybrid work environments?

While not explicitly focused on remote work, Putnam’s emphasis on flexible, self-directed practices (e.g., mindfulness breaks, virtual movement challenges) applies to distributed teams. The book’s culture-first framework helps organizations embed wellness regardless of physical workspace.