Join the team for a practical look at how miviva can help organizations create more clarity around the work that needs to happen.

Explore why feedback often breaks down when managers lack a consistent pattern for having performance conversations.

A look at how miviva helps organizations build stronger reviews by connecting them to the work that happens before review season ever begins.

This session will highlight how organizations can start with what they have and expand by building expectations, goals, feedback, & reviews.

Walk through how managers use miviva in a practical, day-to-day way to keep performance visible and moving.
The focus stays on what managers are actually doing and how a simple, consistent approach creates better follow-through over time.

We’ll explore how organizations can begin using miviva in a way that supports early adoption without overcomplicating the process. We’ll look at how to introduce key elements such as expectations, check-ins, and feedback in a phased, practical way.

When goals slip, many teams overcorrect. They scrap plans, rewrite objectives, or quietly move on. But progress doesn’t have to be erased just because timelines shift. In this live demonstration, learn how miviva supports realignment without starting over.

Performance isn’t about paperwork, but when it’s time to follow up, review progress, or coach with confidence, you’ll want the receipts. Join us to see how miviva turns everyday conversations into lasting impact and a single source of truth.

It’s been a big year for miviva: new features, smarter workflows, and more ways to help managers and employees connect performance to purpose! In this end-of-year demo, we’ll take a look back at what we’ve built together in 2025 and what it means for the year ahead. If you’ve been following along, you won’t want to miss this!

Join us for a miviva demo focused on making feedback consistent, constructive, and easy to deliver. We’ll explore how miviva helps managers and employees have better conversations, share feedback in real time, and stay focused on growth… not damage control.

Join us for a miviva demo focused on making feedback consistent, constructive, and easy to deliver. We’ll explore how miviva helps managers and employees have better conversations, share feedback in real time, and stay focused on growth… not damage control.

Performance and inclusion aren’t separate goals—they’re two sides of the same leadership coin. In this engaging session, we team up with executive coach and author Elisa Judson to explore how organizations can create a culture that supports performance for everyone.

Performance problems often start with confusion about what the job actually is. When responsibilities shift without discussion or expectations aren’t clear, it becomes harder to coach, provide feedback, or measure success. If your team is doing great work but still missing the mark, this session will help you get back to the foundation.

Micromanagement isn’t leadership, but it is a trust killer. When expectations aren’t clear and progress isn’t visible, even the best managers fall into the trap of hovering.

Building trust, guiding growth, and supporting employees in the moments that matter…without micromanaging.

A live demo of miviva’s AI enhancements to help you coach more, track smarter, and finally connect performance to results.

Once your performance management strategy is in place, the real work begins: making it a part of your everyday culture.

Uncovering gaps in your performance management process is just the beginning—now it’s time to take action.

As the year draws to a close, performance reviews often become a last-minute scramble. miviva can take the stress out of year-end reviews.

Create a high-achieving culture of performance for your organization by incorporating competency-based reviews.

Explore how miviva empowers organizations to customize performance reviews that truly reflect their unique values and culture.

The creators of miviva demonstrate how it serves as an end-to-end performance management solution.

We’ll showcase how miviva is able to offer a comprehensive end-to-end flexible solution for people management.

Throughout this webinar, we’ll demonstrate how miviva’s features can revolutionize your coaching approach.

The art and science of crafting development plans that deliver real results.

Learn how enhance performance and drive success within your organization with miviva’s dynamic  goal setting and management capabilities.

Research-backed strategies for impactful coaching and 1:1 meetings

Collaborative goal setting is a game-changer.

Discover a comprehensive toolkit tailored for modern coaching needs – from providing real-time feedback to conducting effective 1:1s.

Explore how to conduct a comprehensive needs analysis and uncover opportunities to align your people, goals, and strategy.

Explore some of miviva’s key features, such as individual and manager dashboards, facilitating seamless communication and collaboration.

The Compounding Cost of Performance Problems

Explore in this webinar how seemingly minor performance challenges can compound into larger organizational issues.

Performance, Pay, and Perspective

Explore how tying performance directly to pay can influence feedback, manager behavior, and employee expectations.

Clarity Over Convenience: Using AI Without Losing Judgment

Gain a clearer understanding of how to use AI in a 60-minute seminar focused on the role of human judgment in an AI-assisted workplace.

Clarity Over Chaos: Navigating Change with Confidence

Walk through a simple framework that helps translate strategy into clear, consistent messaging so teams know the what and why.

Beyond the Dashboard: Making Performance Data Useful Again

Data is everywhere: engagement scores, goal metrics, completion rates, peer feedback. But if that data never sparks a conversation, reinforces expectations, or leads to action, it’s just another report collecting dust.

Reset, Refocus, Repeat: How Teams Regain Momentum After Missed Goals

Not every goal gets met. Timelines slip, priorities shift, and even high-performing teams hit walls. But when goals are missed, what happens next matters most.

Clarity Is Kind: Accountability Is Essential

Help managers hold themselves and teams to a standard without hovering, and learn how to keep expectations from drifting.

Performance in Practice: Daily Conversations That Drive Results

Walk away with the tools & templates to help managers hold better 1:1s, give more meaningful feedback, and support ongoing growth.

Pumpkins, Prompts & Possibilities: A Fun Foray into AI for HR

Roll up your sleeves and experiment with AI tools like ChatGPT, Gemini, and Copilot in this hands-on webinar.

Stop Ghosting Your Team: Rebuilding the Rhythm of Performance Conversations

Look at how to adapt coaching and check-ins across different work settings, support managers in tackling topics, and create two-way dialogue.

Feedback Isn’t a Fire Alarm – Create a Culture of Growth

If feedback only happens during reviews, or when something goes wrong, you’re not alone. But you’re also not building the kind of culture that drives real growth.

Inclusive by Design: Coaching and Feedback for Every Mind at Work

Today’s performance systems were built for predictability, not neurodiversity. In this session, Joe Rotella and Elisa Judson challenge outdated feedback models and explore how organizations can evolve their approach to coaching and performance management to be more inclusive, human-centered, and effective.

Fix the Foundation: Chart the Course, Then Coach Through It

Once roles and expectations are clear, the next challenge is keeping performance aligned over time. That requires more than good intentions—it takes structure, consistency, and shared definitions of success.

Explore how organizations can turn clarity into momentum by building performance systems that reinforce direction, progress, and accountability.

Fix the Foundation: Stopping Role Drift Before it Derails Your Team

Before you can coach performance, you have to define it. But in many organizations, the foundation is shaky: job roles blur over time, expectations go unspoken, and team members operate with very different ideas of what “good” looks like.

This session lays the groundwork for more effective coaching, feedback, and growth conversations. When the work is clear, performance becomes possible.

Effort’s Not the Issue – Misalignment Is

Unpack the silent performance killer: misalignment between expectations, execution, and outcomes.

From vague goals to inconsistent follow-through, we’ll examine why good employees sometimes produce disappointing results, and what managers can do before it shows up in a review. This isn’t about working harder. It’s about spotting the gaps early and creating a structure where effort leads to impact.

Beyond “How’s It Going?” – Conversations Every Manager Needs in Their Back Pocket

If your go-to check-in starts with “How’s it going?” and ends with a vague nod, it might be time to upgrade your conversation toolkit. In this engaging session, Joe Rotella, SHRM-SCP, SPHR, CPBA, breaks down five conversations that high-performing managers have regularly, not once a year, not just when something’s on fire, but as part of how they lead every day.

Micromanagement Rehab: Create a Culture of Trust and Follow-Through

Accountability doesn’t have to mean hovering. In fact, too much oversight can stifle initiative, erode trust, and lead to burnout for everyone involved. But without clarity and follow-through, chaos takes over: deadlines slip, expectations blur, and team dynamics suffer.

Make An Impact! Creating a Culture of Top Performers, Starting with Yourself and Developing a Team of Impact Players

Every organization has top performers – the people that deliver amazing results and have a huge positive impact. It has many more contributors – the people who meet expectations but might perform below their potential.

Technology Meets HR: Selecting and Justifying the Right Solution

Technology can help free you from administrivia so you can focus on strategic goals.

Making Nonprofits More Effective: Adopting a Continuous Performance Management Strategy

People are often seen as the most critical asset contributing to the success of a nonprofit achieving its mission. And an annual performance appraisal process has traditionally been how nonprofits evaluate an individual’s contributions.

How to Be a Better Business Partner

Many HR professionals were attracted to the career because they felt they were “a people person.” That’s great – those skills have value and make a difference.

How to Write a Business Case

You’re more likely to get approval for a new project, program, or software purchase if you can effectively communicate your solution and its costs, benefits, and return on investment to the decision-makers.

Generative AI is powerful, easy to use, and will change how everyone works. Throughout the entire employment lifecycle, from recruiting to performance management to development to separation, AI tools are impacting HR.

There is a direct and measurable relationship between employee engagement and an organization’s success.

Change management is about people and their ability to adapt to change.

How should you confront an employee who’s chronically late, an executive suspected of falsifying data on reports, a “toxic” high performer, or a manager who’s “retired in place (RIP)” and not meeting job expectations? Failed promises, missed expectations, and poor behaviors can create feelings of disappointment that compound into chronic problems for teams and organizations.

As organizations navigate the evolving landscape of work, performance management remains a critical component of HR strategy.

Join us for an insightful webinar on how to transform performance reviews into powerful tools for driving employee success and fostering a thriving organizational culture.

In today’s dynamic work environment, organizations face the challenge of fostering a high-performance culture across various settings—whether in-office, hybrid, or fully remote. Together, we’ll explore the complexities and opportunities presented by these diverse work arrangements.

Too often, the focus of a performance review is the form, from designing it to tracking it.

The traditional annual performance review is somewhat static, using a linear structure with objectives established early in a fixed cycle, followed by a couple of “ritualistic” meetings to review performance and document the results.

Performance management isn’t static—it’s a continuum that evolves with your organization’s needs.

According to a recent survey in Chief Learning Officer Magazine, the top desired skill for front-line managers is coaching.

Let’s shift the narrative when it comes to performance management and take it away from the standard review process and toward a collaborative culture of real results.

End the year on a high note with our special “Christmas present” webinar, led by Joe Rotella, SHRM-SCP, SPHR, CPBA.

In today’s dynamic business landscape, traditional performance management practices often prove inadequate in fostering sustainable growth and development.

Organizational culture and leadership are undeniably two of the most influential factors impacting an organization’s success and longevity.

Effective leaders are able to align a team to help an organization achieve its vision, and there are many approaches available to do just that.

Emotional intelligence (EI) is a much better predictor of success in various aspects of life than IQ or academic intelligence, and the good news is EI can be learned! EI affects work productivity and satisfaction.

How often do organizations conduct performance reviews? How aligned are individual goals with company strategy? You answered, and we’ve analyzed the data!

Convincing the C-suite to invest in a performance management platform can be challenging, but a well-crafted business case can make all the difference.

Actionable solutions for common challenges in continuous performance management.