Skip-level meeting

What it is

A skip-level meeting is a conversation between an employee and their manager's manager. The direct manager "gets skipped" and is not in the room. It can be one-on-one or a small group of people from the same level.

The aim is not to go around anyone. It gives senior leaders a direct line to the people doing the work, and gives employees a chance to be heard higher up. Our guide to skip-level meetings covers the topic in more depth.

Why it matters

Information gets filtered as it moves up a company. A senior leader may only hear what managers choose to pass on. Skip-level meetings fill that gap. Leaders hear about real problems, ideas and team mood without a filter.

For employees, it shows that leadership cares about their view. It can also surface issues with a manager that a person would not raise any other way. When people feel heard, employee engagement tends to go up, and it becomes easier to catch problems before they lead to employee turnover.

Skip-level meetings work best next to anonymous employee surveys. Some people will speak openly face to face, others will not, and using both gives leaders a fuller picture.

How it works

A typical skip-level meeting looks like this:

• The senior leader tells the direct managers first, so the meeting does not feel like a secret check on them.
• They book 30 to 45 minutes with each employee or small group, often once a quarter.
• They share an agenda or a few open questions in advance.
• They listen far more than they talk and take notes.
• They follow up on what they heard, without naming who said what when it is sensitive.

Example: a head of operations meets with three warehouse coordinators. They mention that a new scheduling tool causes double bookings every week, something their manager had raised once but that never reached the top. The head of operations sets up a fix with IT and reports back to the group a month later.

Best practices

• Explain the purpose clearly to both managers and employees before the first meeting.
• Ask open questions. Our list of skip-level meeting questions is a good starting point.
• Build psychological safety by thanking people for honest feedback, even when it is hard to hear.
• Close the loop. Tell people what changed because of what they said.
• Hold them on a regular schedule so they feel normal, not like a sign of trouble.

Common mistakes

• Using the meeting to collect complaints about the direct manager.
• Making promises that undercut the direct manager's decisions.
• Turning it into a status update instead of a real conversation.
• Holding one meeting and never following up.

FAQ

What should I talk about in a skip-level meeting?

Talk about what helps and what slows you down, ideas for the team, your career goals and questions about company direction. Bring specific examples. If you want help getting ready, see how to prepare for a skip-level meeting as an employee.

How often should skip-level meetings happen?

Every quarter works well for most teams. In small companies, twice a year may be enough. What matters more than the exact schedule is that the meetings are regular and that leaders act on what they hear.

Is a skip-level meeting a sign that something is wrong?

No. In most companies, it is a normal part of how leaders stay in touch with teams. If it is new where you work, it helps when leadership explains why they are starting them.