Open dialogue is crucial in today’s workplace, especially for younger
employees like Gen Z who prioritize meaningful engagement with leadership.
Skip-level meetings are an effective way to show employees they are valued,
encouraging them to participate in shaping the company’s future.
In this blog, we will:
Explain what a skip-level meeting is and highlight its benefits
Share how to conduct a skip-level meeting as a manager
Provide guidance on how to have a productive skip-level meeting as an
employee
List 20 powerful questions that can be asked during skip-level meetings
Let’s get started.
What is a skip-level meeting?
A skip-level meeting is a one-on-one meeting between an employee and their
manager’s manager. In other words, the employee bypasses their immediate
supervisor to share their perspectives within the upper management.
The purpose of skip-level meetings is to foster open communication across
different levels of the organizational hierarchy. While senior managers
can gather insights from the ground level, employees will feel empowered
to voice their opinions directly to upper management.
The frequency of skip-level meetings can change according to organizational
size, structure, and leadership style. Holding these meetings quarterly
is a good starting point, but more frequent meetings may be beneficial
in rapidly changing work environments. Ultimately, ideal frequency should
be determined by the organization’s specific needs.
5 Key Benefits of Skip-Level Meetings
Now let’s quickly take a look at the benefits these meetings offer to
the employees, managers, and the whole organization.
A skip-level meeting:
Makes employees feel heard and valued. This fosters transparency
and connection, which contributes to a strong company culture.
Is a chance to detect potential problems and prevent escalation. Employees
on the front lines often have firsthand knowledge of operational difficulties
or customer concerns.
Allows senior leaders identify high-potential employees. By
observing employees' problem-solving skills and leadership qualities, managers
can spot talent that might otherwise go unnoticed.
Nurtures a culture of innovation. Skip-level meetings
provide a safe space for employees to propose new ideas, challenge the
status quo, and offer creative solutions to problems.
Aligns employees with organizational goals. By communicating
company strategies and priorities directly to employees, senior leaders
can promote a sense of shared purpose.
How to Run a Skip-Level Meeting as a Manager
Planning and executing a skip-level meeting as a manager requires careful
preparation, an open yet professional approach, and close follow-up. Here
are the steps you can take before, during and after the meeting to make
the most of it.
Before the Meeting
Research the employee. Familiarize yourself with their
role, projects, and recent performance reviews.
Prepare open-ended questions. Make sure they can lead
to thoughtful responses and help you delve deeper into the employee’s perspectives. (More on that in the final section.)
Communicate the purpose of the meeting and share the agenda. Clearly explain skip-level meeting objectives and send
the agenda with the invite to emphasize what you’ll cover.
For face-to-face meetings, create a comfortable environment. Choose
a private and quiet location for a relaxed, distraction-free atmosphere.
For virtual meetings, test your equipment. Verify that
you have a stable internet connection, clear audio, and a professional
video background.
During the Meeting
Start with casual conversation. Begin the meeting with
some informal chat to ease any nervousness.
Give the employee your full attention. Maintain eye contact,
and do not check your phone or computer during the discussion.
Record the meeting and take brief notes. This will help
you recall specific issues and provide a reference for follow-up actions.
Ask your open-ended questions. Encourage the employee
to elaborate on their experiences and share their thoughts on the organization.
Provide feedback and guidance. Highlight strengths and
areas of improvement, and give practical advice to address any issues raised.
Summarize key points. Emphasize main takeaways and important
insights to guide future actions.
Share action items. Clearly outline any tasks or actions
that were agreed upon during the meeting and communicate them to relevant
parties.
Evaluate the meeting. Send a form to the employee to
gather feedback and use it to optimize future skip-level meetings.
Follow up with the employee. Review progress on action
items together and keep the lines of communication open.
How to Have a Skip-Level Meeting as an Employee
A skip-level meeting is a valuable chance for an employee, as it provides
direct access to senior leadership and a platform to discuss career aspirations.
The following tips can help you navigate the meeting with confidence and
seize the opportunity to advance your career.
Before the Meeting
Outline the topics and questions you want to discuss. Determine
what you hope to achieve from the skip-level meeting, such as feedback,
guidance, or support.
Practice your pitch. Rehearse what you want to say in
a clear and concise way.
Review company updates. Be informed about recent company
developments that might impact your discussion.
During the Meeting
Listen actively to your manager. Maintain eye contact,
nod to show understanding, and avoid interrupting.
Ask thoughtful questions. Focus on seeking clarification,
gaining insights into the company's direction, or understanding career
development paths.
Be professional. Avoid jargon or overly complex language,
and show genuine interest in your work and the company.
After the Meeting
Send a thank-you email promptly. Express your gratitude
for your manager’s time and insights.
Implement the feedback you received. Develop a plan for
incorporating it into your work
Maintain the relationship. Continue to engage with the
senior manager periodically to build a strong professional connection.
20 Powerful Skip-Level Meeting Questions
For both managers and employees, the right skip-level meeting questions
can lead to better insights, actionable feedback, and stronger professional
relationships. Let’s check 20 powerful questions that managers and employees
can ask during skip-level meetings.
Skip-Level Meeting Questions to Ask Employees
What are the biggest challenges you’re facing in your role right now?
How do you feel about the feedback and recognition you receive?
Do you feel you have the necessary resources and support to succeed?
Are there any opportunities for growth or development you'd like to explore?
How is the team morale? Are there any issues affecting team performance?
What do you think could be improved about the company culture?
Are there any company policies or procedures that you find ineffective?
Do you have any suggestions for improving processes or efficiency?
Which tools or technologies do you find most useful, and are there any you’d like to see implemented?
How do you perceive the current approach to diversity and inclusion within the company?
Skip-Level Meeting Questions to Ask Managers
What are the KPIs (key performance indicators) for my role, and how am I progressing towards them?
Can you give me feedback on my recent projects? What are my strengths and areas of improvement?
What kind of feedback do you receive from other departments about my work?
Are there any upcoming projects or initiatives where I can contribute or take on more responsibility?
What opportunities for growth and development do you see for me in the company?
What is your vision for our team's growth and development?
How effective is our team collaboration, and what can be improved?
What are the most critical challenges facing our team, and how can I contribute to overcoming them?
How is the company adapting to industry trends and challenges?
What qualities and skills are you looking for in future leaders within the company?
Frequently Asked Questions
Who initiates a skip-level meeting?
Typically, a manager’s manager (or a higher-level executive) initiates
a skip-level meeting. However, an employee can also request a skip-level
meeting if they have a concern that hasn’t been addressed by their direct
manager, or they want to discuss career goals and opportunities.
Are skip-level meetings confidential?
Yes, skip-level meetings are confidential ideally. If you’re a manager,
you can explicitly state that the conversation is confidential at the beginning
of the meeting. Avoid sharing specific information about the employee with
anyone else unless it’s necessary and with the employee’s consent.
What is the role of HR in skip-level meetings?
HR professionals play various roles in skip-level meetings. They can emphasize
the importance of these meetings to both managers and employees, and offer
practical guidance on how to conduct them. They can also participate in
certain cases, such as then their expertise is required in the meeting.
Lastly, they can track the impact of skip-level meetings on employee engagement
and performance.
How do I send an invite for a skip-level meeting?
When sending an email invitation for a skip-level meeting, make sure the
subject line is clear and concise. Include date, time, duration, location
(in-person or virtual) of the meeting, and briefly explain its purpose.
Outline the meeting agenda to set expectations, and use a friendly yet
professional tone.
What are the outcomes of skip-level meetings?
Skip-level meetings can build trust between employees and senior leadership
by breaking down hierarchical barriers and paving the way for open dialogue.
Moreover, they can improve the decision-making processes, as they enable
managers to gather diverse viewpoints. A skip-level meeting can also align
an employee with company goals, clarifying how their role supports the
larger strategy.
Summary
This blog shared actionable skip-level meeting tips for both managers
and employees. It also listed 20 powerful questions that can be asked during
these meetings, which can improve communication significantly and drive
better results.
Before concluding, let’s recap the
best practicesfor successful skip-level meetings:
Whether you’re a manager or employee, ask thoughtful questions to facilitate
meaningful discussion and gain valuable insights.
Leverage technology, such as an AI-powered transcription service,
to accurately capture meeting content and document important conversations.
Whether in-person or virtual, ensure that the meeting space is comfortable,
so participants can feel at ease and communicate effectively.
Follow up on action items and key takeaways after the meeting to implement
changes and maintain momentum towards achieving goals.
If you’re a manager, collect feedback from employees to optimize future
skip-level meetings.
By adopting these tips, both parties of the meeting can support each other
and contribute to a more transparent, collaborative work environment.
