The workplace has changed, and we have to acknowledge and accept that the old way of doing things is just not how this generation operates. – Kim Bode, CEO of 8THIRTYFOUR, SBAM Focus Magazine
Every single thing an employee does or does not do has a direct impact on your company’s growth. When they cannot communicate clearly, solve problems independently, or navigate basic workplace dynamics, it costs you time and money.
One-day workshops don’t fix this, and neither does a single online course. Companies with strong skill development programs retain 58% more employees, and mentorship programs specifically increase retention by 38%. Employees who feel supported by their manager are 63% less likely to actively look for a new job.
We built 8THIRTYFOUR Skills Survival School because the problem required a different approach, one that addresses the mental and emotional alongside the professional, and is integrated because it has to be.
Who It’s For
8THIRTYFOUR Skills Survival School is for employers who are tired of seeing good hires leave or having to find replacements after yet another one didn’t pan out. It’s designed for early-career employees navigating their first few years in a job who were never taught the unspoken norms of the professional world, or set up for success before they reached your company.Â
It’s built for the business owner or manager who needs a program that actually transfers into daily work and shows measurable results, not just a certificate at the end.
How It Works
It’s a 90-day, cohort-based integrated learning program starting with an EQ assessment to establish a measurable baseline for both the employee and their manager. 8THIRTYFOUR Skills Survival School then moves through four in-person half-day sessions, five scenario-based eLearning modules, and six structured mentor meetings with someone from inside the employee’s own organization.
The format is intentional and each component reinforces the others. In-person sessions create shared context and practiced skills, and eLearning modules extend that work through branching scenarios where employees make decisions and see the consequences. Internal mentorship is where learning transfers into actual daily work, with a mentor from their own company meeting with them throughout the program. Reflection is built into every session and module, so employees can track their growth from beginning to end.
The skills covered across the program include:
- Workplace professionalism and self-awareness
- Written and verbal communication
- Active listening
- Critical thinking and problem-solving
- Conflict resolution
- Emotional intelligence and workplace dynamics
- Internal career development and professional growth planning
Employers will also have access to a dashboard with visibility into whether their employee is completing the modules, their assessment scores, and mentor meeting milestones throughout the entire 90 days.
The program closes with a capstone where each employee creates an internal career development plan, mapping out how they plan to grow where they’re at now. They’ll present that plan to their mentor and their manager.
We then follow up 30 and 60 days later to assess progress.
What Employees Walk Away With
Employees leave with a clear understanding of how they actually show up at work versus how they think they show up, and what that gap costs them and the people around them. They also leave with a plan. Instead of building a case to leave, they build a path to grow where they are, and employers have the data and visibility to see that growth throughout the entire 90 days.
69% of employees are more likely to stay for three years if they experience strong onboarding and development. (SHRM)
The cost of doing nothing is one we cannot afford.
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