How skip-level meetings work and when to use them

Executive overview

Direct-report chains filter information — by the time employee concerns reach senior leadership, they're often distorted or lost. Skip-level meetings give employees direct access to managers two or more levels above them.

They supplement, not replace, regular 1:1s. Done well, they improve transparency, trust, and collaboration. Done poorly, they create tension between employees and their immediate supervisors.

The key is clear communication of purpose to all three parties: senior managers, employees, and the supervisors being skipped.

What skip-level meetings are

• Employees meet directly with a manager at least two levels above them
• Purpose: voice concerns, share feedback, ask questions to senior leadership
• Supplement regular supervisor meetings — they do not replace them

Advantages

• Give employees a platform to share ideas directly with senior management
• Build a more open, inclusive communication culture across levels
• Improve problem-solving and decision-making through broader input
• Increase transparency and accountability from senior leadership
• Build trust and raise employee engagement and satisfaction

Challenges

• Employees may perceive the meetings as management bypassing supervisors — creating mistrust
• Time-intensive for senior leaders; may not always be practical
• Some managers feel threatened and resist implementation
• Some employees are hesitant to speak openly with senior leadership

How to run them effectively

• Communicate purpose clearly to all parties: senior managers, employees, and immediate supervisors
• Use a standardised list of questions and a consistent format across meetings
• Ensure confidentiality — employees must feel safe speaking honestly
• Follow up: share findings with all parties and create action plans for issues raised