In our recent workplace wellbeing case study, one insight stood out: Coping was the second-lowest scoring individual factor across surveyed organisations.
While many businesses are now taking proactive steps to support mental health, the data suggests employees are still struggling to manage stress effectively. Low coping scores highlight a risk, not only to individual wellbeing but also to overall workplace performance and culture.
This finding is more than just a statistic. It’s a call for workplaces to rethink how they help their people handle challenges before stress turns into burnout or disengagement.
Our analysis across 10,000 survey responses paints a clear picture: only 48% of employees reported using positive coping strategies consistently, while 1 in 4 admitted to relying on negative habits such as excessive drinking, drug use or avoidance during stressful periods.
Even more concerning, employees who scored low on Coping were twice as likely to report poor sleep quality and 30% more likely to feel disengaged at work. These patterns highlight how poor coping isn’t an isolated issue, it ripples across wellbeing and productivity.
By recognising these warning signs early, workplaces can step in and provide the right support.
Coping reflects the strategies, resources and habits people use to manage stress. It includes proactive approaches that prevent issues from escalating, as well as reactive behaviours that help people bounce back after difficult periods.
When employees lack effective coping mechanisms, they are more vulnerable to fatigue, poor decision-making and reduced resilience. Supporting them in this area isn’t just the right thing to do, it’s also critical for building sustainable, high-performing teams.
Our analysis identified four subtopics that shape how employees cope. Together, they provide a clear picture of where workplaces can make a difference.
Coping strategies are the strongest contributor to overall coping scores. They range from healthy, proactive behaviours to unhealthy, reactive ones.
On the positive side, many employees turn to exercise, meditation, problem-solving, and reaching out to colleagues for support. These approaches help to reduce stress, improve focus and strengthen resilience over time.
However, not all coping methods are beneficial. A proportion of employees reported relying on alcohol, drugs or avoidance behaviours as a way of managing stress. While these may offer temporary relief, they often create larger problems and can mask deeper issues that need to be addressed.
Workplaces can play a vital role in shifting the balance. By providing access to resources and education on healthy coping techniques and creating a culture where asking for help is encouraged; employers can empower their people to adopt more positive strategies.
Good nutrition is essential for managing stress. It helps regulate energy, stabilise mood and support cognitive performance…all key ingredients for coping with challenges at work.
Yet the data reveals that many employees skip meals, rely on processed foods or consume excessive caffeine during their workday. Stress can drive poor eating habits, and poor nutrition can, in turn, intensify stress.
While employers can’t dictate what people eat, they can promote regular meal breaks and ensure healthy food options are available where possible.
Physical activity is one of the most effective ways to combat stress, but it remains underutilised in many workplaces. Barriers such as heavy workloads, sedentary roles and low motivation often stand in the way.
Employers can encourage movement through initiatives like walking meetings, stretch breaks or onsite fitness programs. Even small changes can help employees use exercise as a positive coping tool.
Hydration is often overlooked, yet it’s fundamental to stress management. Dehydration impacts concentration, mood and energy, making it harder for employees to respond effectively to workplace demands.
Creating a culture that normalises water breaks and ensuring easy access to hydration stations are simple but impactful steps.
Low coping scores are a wake up call for organisations that are serious about supporting their people’s mental wellbeing. By addressing these four subtopics, and especially by encouraging positive coping strategies, workplaces can help employees build resilience and adapt to stress in healthier ways.
Small, practical interventions add up. Over time, they empower people not just to survive the pressures of modern work but to thrive in spite of them.
At Readiness, we help organisations identify these challenges early and provide tools to build mentally safe and resilient workplaces.
Readiness is proudly 100% Australian owned and built.
