What is a Skip-Level Meeting? Meaning, Benefits, and Best Practices
In today’s dynamic corporate landscape, fostering effective communication across organizational tiers is paramount. Skip-level meetings have emerged as a powerful strategy to bridge the gap between executives, managers, and employees.
Holding these encounters helps senior management tap into a wealth of insights while demonstrating genuine concern for employee growth. That helps pave the way for a more connected and engaged workforce.
Continue reading this article to explore skip-level meetings’ purposes, benefits, and best practices to maximize their impact!
What is a skip-level meeting?
A skip-level meeting is a corporate interaction between a manager and an employee who is at least two levels below them in the organizational hierarchy.
You see, in large corporations, nearly half of the employees rarely meet with managers—only 35.3 of the staff have this one-on-one meeting each month or less.
The problem is that not having such interaction on a regular basis creates disengaged employees. According to research from Gallup's State of the Global Workplace: 2023 Report, that costs a company $7.8 trillion! But why?
That’s because disengaged employees score 37% higher on absenteeism. As a result, they have 18% less productivity, generating lower profits by around 15%.
Skip-level meetings help you tackle this issue. The goal is to connect management with staff they typically don’t interact with. That helps build trust between senior managers and lower-level employees and gain better insights to support those teams.
Tips for running a successful skip-level meeting
As you can see, skip-level meetings are a powerful strategy to bridge the gap between different organizational levels.
For that reason, you need to ensure that you get the most out of this one-on-one meeting as an executive. Here are some actionable tips that’ll help you orchestrate a successful skip-level meeting:
Establishing rapport
As a manager, having a harmonious relationship with your direct reports and those working for them is crucial for better communication flow and establishing rapport.
A study done on undergraduate students shows that building rapport positively influences productivity and discretionary effort by 14%.
Plus, having a mutual understanding with your team members improves engagement, increases motivation, and makes work more enjoyable!
It’s worth mentioning that building good rapport extends beyond work-related issues; try to get to know the employee you’re meeting on a personal level.
When considering questions to ask in a skip-level meeting, focus on employees’ interests, aspirations, and challenges to build an emotional connection. Leveraging tools like Life Events® can help you with the former.
Set the tone
Whether it’s a junior or a seasoned employee, meeting with a manager can be intimidating. According to a survey involving more than 1,000 participants, 83% of the workforce finds in-person and online meetings stressful.
So, imagine how uncomfortable a one-on-one interaction can be with all the attention directed at an individual. That’s when setting the tone comes in handy! Sharing the purpose of the meeting can help ease the tension.
Begin by expressing your eagerness to listen and learn about your employee’s issues and ideas. Communicate your commitment to an open dialogue where diverse perspectives are welcomed.
Additionally, share how you plan to use the gathered information during the meeting.
Active listening and responding
Active listening and responding are core communication skills for any business meeting because they help limit mistakes.
In fact, miscommunication contributes to more than 60% of workplace errorsOuvre dans un nouvel onglet! What’s more, it can lead to immense financial burdens—up to $62.4 million annually.
That’s why 64% of HR professionals rank active listening as the most critical skill to have, whether for the manager or the staff. It helps reduce misunderstandings by 40%, increase productivity by up to 25%, and improve sales by 8%!
So, how to use active listening during the meeting as a manager?
You can start by taking notes during the meeting. That demonstrates engagement and makes the employees feel their insights are valued. Additionally, try to listen intently, refrain from interruptions, and summarize their thoughts before responding.
Provide feedback and follow-up
Constructive feedback is a conduit for growth, which is why it’s important to share your perspectives before wrapping up the meeting. That’s especially true since senior managers rarely meet with direct reports’ teams.
Acknowledge the member’s strengths, highlighting their contributions. Then, guide them in areas that could be refined.
Make sure to focus on future performance instead of the past and use a personalized approach. That’s the key to building a culture of continuous feedback and improvement.
Aside from that, pay back the employee’s courage by following up. Don’t hesitate to thank them for their time and recognize their effort. The latter is especially crucial since our workplace study, "6 Ways Recognition Drives Impact", found that 81% of managers and leaders say recognition is not a major strategic priority in their organization. That can be counterproductive.
According to a study from Workhuman and Gallup, creating a culture of personalized recognition can save organizations up to $16.1 million in turnover costs each year!
So, make sure to acknowledge the importance of employee recognition to drive impact. You can utilize tools like our Social Recognition® platform to publicly appreciate your workers’ contributions.
Purpose of skip level meetings
Skip-level meetings serve as a bridge between organizational tiers through transparent communication and relationship-building. That helps contribute to a harmonious and productive workplace.
While gaining feedback and insights is a significant part of such meetings, it’s worth mentioning that decision-making or problem-solving isn’t the goal of this interaction.
Additionally, skip-level meetings don’t involve checking the performance of team managers. This direct engagement focuses on creating a connected environment by making employees realize their voices are heard.
Pros of skip level meeting
Since skip-level meetings introduce a dynamic approach to communication within companies, they bring several advantages for managers and employees.
Here are some of the benefits in further detail:
Benefits of skip level meetings for managers
At first glance, you might think that skip-level meetings benefit employees more as they help them share their concerns with senior management. However, that’s not the case. Executives gain unfiltered views and insights that they can use to identify areas of improvement.
Some of the skip-level meetings’ benefits for managers include:
- Improve the flow of communication: Skip-level management breaks hierarchical barriers, allowing managers to connect directly with employees. Not only does this help gather information, but it also helps build a positive work environment, creating an engaged company culture.
- Build better relationships across the organization: One-on-one meetings allow engagement with employees at various levels. These connections foster collaboration, understanding, and synergy across departments, creating a cohesive workplace.
Benefits of skip level meetings for employees
For employees, skip-level meetings are a key component of continuous improvement. According to Zippia's study, "20 Essential Employee Feedback Statistics [2023]: Employees Want More Than Just Performance Reviews", 85% of the workforce takes initiative after receiving feedback.
Sharing personalized insights, suggestions, and constructive criticism can drive individual contributors to improve their performance. Of course, that’s as long as you apply effective feedback strategies.
Cons of Skip level meeting
Although skip-level meetings are an effective tool for enhancing employee engagement, it’s important to acknowledge their potential drawbacks. That’s to effectively implement these meetings and maximize the positive outcomes.
Some of the cons of skip-level meetings include:
- Employee discomfort and pressure: Some employees can perceive skip-level meetings as an attempt to bypass their immediate seniors. For that reason, they may not talk freely with the higher-ups, fearing potential repercussions and a lack of confidentiality.
- Time- and resource-intensive: Companies spend about 15% of their time on meetings, and around $37 billion is lost annually due to unproductive ones. Allocating time for managers and employees to conduct one-on-one interactions can strain resources.
- Resistance from middle management: Middle managers can perceive skip-level meetings as a challenge to their authority. That could lead to friction within an organization. Plus, employees may become hesitant to speak openly.
Fortunately, by implementing the tips mentioned earlier, HR professionals can clear misconceptions, ensuring all parties understand the benefits of these meetings.
Frequency of skip-level meetings
Skip-level meetings should happen at least quarterly for 10-15 minutes. However, the frequency can vary depending on the company’s size and needs. Larger corporations can schedule these encounters every 30 days, with meetings lasting for 30-45 minutes.
Why are skip-level meetings important for employees?
Aside from constructive feedback, skip-level meetings pose several benefits for employees. They can offer unique opportunities for individual contributors to share their views, providing new insights and impacting the company.
Here’s a brief explanation of skip-level importance for employees:
Opportunities to make more of an impact at the company
Have you ever refrained from sharing new ideas with the higher-ups? Well, you’re not alone! Over 30% of employees globally feel like companies don’t listen to their ideas.
Skip-level meetings provide opportunities for workers to contribute beyond their roles.
By interacting with higher-level management, you can share suggestions that you think will make a difference. You can even provide constructive criticism and solutions about company policies or workflow.
Gives insight into higher-level management
As surprising as it may sound, a study by Harvard Business Review found that executive management is more engaged in the workplace than senior management by 11%.
For that reason, skip-level meetings can be your opportunity to influence the decision-making process by providing information about day-to-day operations, pain points at work, and solutions.
How to prepare for a skip-level meeting
As you can see, skip-level meetings offer a unique opportunity for connection and collaboration. On that note, here are some tips to help managers and employees get the most out of these encounters:
Tips for managers
Mastering skip-level meetings is a vital skill to have as a manager. After all, you’re responsible for conducting effective meetings and encouraging employees to participate.
Here’s how to hold skip-level meetings that leave a lasting impact:
- Set a clear agenda: Almost 50% of meetings have no clear purpose. That wastes time and resources. Outlining the topics you want to cover in this encounter keeps the conversation focused and helps you avoid falling into the “unproductive meeting trap.”
- Do your research ahead of time: Gather information about the employees you’ll meet, their roles, accomplishments, and potential concerns. That helps avoid wasting time asking about updates or other irrelevant questions.
- Ask questions about work and life: As mentioned earlier, skip-level meetings extend beyond work-related topics. Demonstrate your genuine interest in their well-being by inquiring about their personal interests.
- Ask for feedback: Before concluding the meeting, invite the employee to give feedback about their experience within the organization and any suggestions they have for improvement.
Tips for employees
For employees, skip-level meetings are a chance to share their perspectives and connect with higher management. Here’s how to make the most of these valuable opportunities:
- Gather information: To prepare for the meeting, it’s best to research the manager you’ll interact with. Checking their LinkedIn profile, reading their company bio, or asking team members with previous meeting experience can help you gather the information.
- Prepare questions and talking points: Craft thorough questions that align with the meeting’s purpose, whether it’s about work or life. Make sure to take notes and actively listen to better understand the manager’s leadership and personal philosophy.
- Share roadblocks you experience: Even if you’ve been in the company for years, don’t hesitate to share insights about past obstacles. That shows your ability to overcome challenges and your commitment to positively impact the company.
- Change your mindset: Approach the meeting with an open mind. Be willing to receive feedback and learn from higher-level management.
- Use your time wisely: Respect the allotted time for the meeting. Be concise in your communication to ensure you cover the most relevant topics.
FAQs
Are skip-level meetings good or bad?
Skip-level meetings can be an effective tool to improve communication flow within an organization.
However, that’s as long as it’s implemented correctly. To avoid conflicts, HR professionals should inform all participants about the purpose and expectations of these encounters.
What should you not do in skip-level meetings?
Although skip-level meetings are valuable, certain actions can undermine their effectiveness. These include making decisions, problem-solving, and refuting feedback. Team managers are responsible for the former two points, while the latter will stop employees from engaging.
What are the benefits of skip-level meetings?
Skip-level meetings foster open communication, build relationships, and provide valuable insights. They help enhance employee engagement and continuous improvement, making them a crucial tool in performance management.
Conclusion
Skip-level meetings can be a pivotal strategy for improving collaboration across organizational tiers.
By dismantling communication barriers, building good rapport, and embracing open dialogues, these meetings can benefit employees and higher-level management.
Implementing this tool in the workplace can help promote engagement and continuous growth, creating a harmonious company culture.
About the author
Ryan Stoltz
Ryan is a search marketing manager and content strategist at Workhuman where he writes on the next evolution of the workplace. Outside of the workplace, he's a diehard 49ers fan, comedy junkie, and has trouble avoiding sweets on a nightly basis.