Skip-Level Meetings: Skip them or Embrace them?
Skip-level meetings—where employees meet with their manager's manager—can foster communication, transparency, and innovation within an organization. However, some senior leaders prefer not to have these meetings. Let’s discuss!
Why Do Skip-Level Meetings?
Get direct feedback from employees you may not interact with regularly.
Can break down communication barriers, fostering a culture of openness and trust.
Employees feel heard by their senior managers, leading to higher engagement and morale.
Employees may gain insights into the broader organizational strategy and potential career paths.
Gain new ideas and perspectives from employees who are closer to the day-to-day operations.
Why You Might Not Want to Do Skip-Level Meetings (and Our Pushback)
Organizing and conducting these meetings can be time-consuming for both employees and senior leaders.
True, but we would argue if you don’t prioritize time with your employees, then do you have the right priorities? Time with your employees is an investment in the organization’s culture. Time, I’m sure we can all agree, is well spent!
Without proper context, senior leaders might misinterpret feedback or suggestions, leading to confusion or misaligned priorities.
This is where the relationship you have with your managers is key! Sharing themes and ideas with your leaders (without breaking the confidentiality of the employee) prevents confusion.
Employees might inadvertently bypass their direct managers, which can create tension and undermine the established chain of command.
Set the boundaries! As a senior leader, communicate the purpose of the skip-level meetings and respect the employee-to-leader relationship.
Skip-level meetings can be a double-edged sword, but if handled correctly the benefits often outweigh the challenges.