I created Shine Bright in response to clear gaps employees identified in our performance management approach—specifically, the lack of structured check-in templates and coaching prompts that would help managers lead meaningful development conversations. After mapping out the core elements that were missing, I prototyped the framework with a small group of managers, gathered their feedback, and iteratively refined the model before preparing for a company-wide rollout. I then launched Shine Bright with comprehensive training sessions and a manager toolkit designed to make adoption seamless.
The biggest challenge was overcoming manager skepticism around time investment. Many leaders doubted they could fit regular check-ins into already packed schedules. To address this, I built a 15-minute 'quick start' template and enlisted early adopters to share their wins in leadership meetings. This shifted the narrative from viewing check-ins as a burden to recognizing them as a business advantage. I partnered closely with the VP of Talent and our Director of Learning & Development, who championed the rollout, and worked with the leadership team and approximately 40 managers who became the first adopters and advocates across the organization.
The results were significant and measurable. Within six months, manager check-in completion rates jumped from 30% to 85%. Employee survey scores around 'feedback' increased by 5 points, while scores around 'manager care' surged by 10 points. Several managers shared that Shine Bright was the first time they felt truly confident leading development conversations. The framework fundamentally transformed how our organization approached performance management and strengthened the manager-employee relationship across the company.