What Is the KEEP ME Employee Survey and What Does It Measure?

Updated

The KEEP ME employee survey is a workforce listening tool designed to measure how employees feel about their jobs and whether they intend to stay. According to Proactive Insights, which provides online employee engagement surveys, this type of survey assesses employee attitude, engagement, retention, and satisfaction. It is most useful for organizations that want forward-looking insight into retention risk rather than a one-time snapshot of morale. If your goal is to understand why people stay or leave — and to act on that before turnover happens — this kind of survey fits. If you only need a quick pulse check with no follow-up plan, a shorter engagement poll may be enough.

What the KEEP ME Survey Measures

The survey is built around a small set of connected dimensions. Each one answers a different question about the employee experience:

Dimension What it captures Why it matters
Engagement How invested and motivated employees feel in their work Low engagement often precedes disengagement and exit
Attitude Overall sentiment toward the job, team, and organization Reveals underlying dissatisfaction before it hardens
Retention / stay intent Whether employees plan to remain Flags who is at risk of leaving
Satisfaction How content employees are with their role and conditions Identifies specific friction points to fix

Proactive Insights frames its surveys and reports as providing "forward looking insights into Talent Forecasting," which is the key distinction: the survey is meant to predict trends, not just record them.

How Results Are Typically Used

Survey data becomes useful only when it drives decisions. Common uses include:

  • Identifying retention risk. Stay-intent responses highlight individuals or groups who may be considering leaving, so managers can respond early.
  • Spotting patterns. Predictive analytics, as described by Proactive Insights, are used to uncover patterns across teams, roles, or tenure groups and forecast trends.
  • Targeting action. Satisfaction and engagement drivers show which specific issues — workload, recognition, growth, management — deserve attention first.
  • Guiding leadership response. Findings feed into follow-up conversations and improvement plans rather than sitting in a report.

How It Differs from Related Tools

The KEEP ME survey sits between two other common approaches:

  • General engagement surveys measure how employees feel across the organization. The KEEP ME survey adds an explicit retention and stay-intent focus, so it points more directly at who might leave and why.
  • Stay interviews are one-to-one conversations, usually with individual employees, to understand what would keep them. The survey is the broad, quantifiable layer; stay interviews are the deep, personal layer. Used together, the survey tells you where to look and stay interviews tell you what's really going on.

Practical Steps to Act on Findings

  1. Review results by segment. Look at teams, roles, and tenure groups rather than only the company-wide average — risk is rarely evenly distributed.
  2. Prioritize the top drivers. Pick the two or three factors most strongly linked to stay intent in your data.
  3. Hold follow-up conversations. Use stay interviews or team discussions to understand the "why" behind the numbers.
  4. Make targeted changes. Address the specific friction points identified, and communicate what changed.
  5. Re-measure. Repeat the survey to see whether retention risk and engagement actually moved.

The main pitfall is treating the survey as an endpoint. A KEEP ME survey only improves retention when its findings lead to visible action — otherwise it can lower trust rather than raise it.