Skip-Level Meetings: Tips And 45 Sample Questions to Ask 

If you’re a leader, you know that one-on-one meetings with your direct reports are essential for getting things done. But what about meeting with employees who report to your direct reports? This is where skip-level meetings come in. In this blog post, we’ll discuss what skip-level meetings are and why leaders should conduct them. We’ll also offer tips for effective skip-level meetings and provide some sample questions for leaders during these critical meetings.

What are skip-level meetings, and why are they crucial for leaders?

Skip-level meetings are typically one-on-one meetings that leaders hold with employees who report to their direct reports. These meetings are vital for several reasons:

1. They allow leaders to get to know employees who report to their direct reports. This helps leaders better understand the work these employees are doing and how they can help them improve their performance.
2. They provide leaders with a forum for getting feedback from employees who report to their direct reports. This feedback can be helpful in terms of coaching your managers and helping them improve their performance.
3. They allow leaders to hear firsthand about any problems or issues that employees who report to their direct reports are experiencing. This can help leaders address these problems quickly and effectively.
4. Skip-level meetings are an effective way for new leaders to gain insight into the challenges facing an organization and its employees.

Above all, skip-level meetings help improve an organization’s culture. By getting to know employees who report to their direct reports better, leaders can better understand the company’s culture and how it might impact employee morale.

How can leaders conduct effective skip-level meetings?

There are several things leaders can do to make sure their skip-level meetings are effective:

1. Make sure the skip-level meeting focuses on the specific goals you want to achieve. Doing so helps ensure the meeting is productive and doesn’t drag on for too long.
2. Be prepared with open-ended questions you want to ask the employee reporting to your direct report. Having questions in advance will help you make the most of the meeting.
3. Leaders should take notes during the skip-level meeting to follow up with employees after the meeting.
4. Take the time to listen carefully to what the employee says. Don’t just focus on giving your own opinions or feedback – let the employee share their thoughts and feelings too.
5. Follow up with the employee after the skip-level meeting has ended. Make sure you take action on any recommendations or suggestions they have during the skip-level meeting.

45 sample questions leaders can ask for effective skip-level meetings

Open-ended questions are a crucial part of effective skip-level meetings. They allow leaders to learn more about employees who report to their direct reports, enabling them to give feedback that leaders can use to coach their direct reports. Here are 45 questions to add to your skip-level meeting:

Building connection/rapport sample questions

1. What brought you to the company?
2. How long have you been with the company?
3. What do you enjoy most about your job?
4. What is your favorite thing about working for this company?
5. What is something new you’ve started doing outside of work?
6. What has inspired you lately?
7. What gets you out of bed each morning?
8. Do you see yourself staying with the company for a long time? Why or why not?”
9. Tell me more about your role at the company.

Sample questions to understand performance

1. How do you feel about your current role?
2. What aspects of your job do you find most challenging?
3. What are your top priorities at work?
4. What goals have you set for yourself in your current role?
5. How do you measure success in your job?
6. What are the biggest challenges holding you back right now?
7. How are you performing against your goals?
8. What changes would you make to the company to improve your job satisfaction?
9. What do you think our biggest strengths are as a company?
10. Do you have any ideas on improving our processes or operations?

Questions to gather feedback on their manager

1. How well does your manager keep you informed about what is going on in the company?
2. How well does your manager delegate work and give you clear instructions?
3. How often does your manager provide feedback on your performance?
4. How effectively does your manager manage conflicts?
5. How well does your manager manage and keep meetings on track?
6. When was the last time your manager showed appreciation for your work?
7. Is there anything you would change about how your manager communicates with you?
8. Do you feel your manager is accessible when you need help or have questions?
9. How well does your manager handle stress and keep a positive attitude?

Sample questions leaders ask to understand and improve the culture

1. What are the company values that are most important to you?
2. What behaviors or practices do you see supporting these values in the company?
3. Are there any behaviors or practices in the company that doesn’t align with these values? If so, what would you change?
4. What can we do better to communicate our company values to everyone in the organization?
5. How can we create an environment where everyone feels comfortable speaking up about potential cultural problems?
6. What are some things we could do to improve employee morale?
7. How can we help employees feel more engaged and motivated at work?
8. What would you say is the biggest strength and the biggest opportunity for improvement in our company culture?
9. Do you feel like your voice is heard when it comes to decisions about company culture? If not, how can we change that?

Sample questions to evaluate belonging and inclusion

1. What are your thoughts on diversity and inclusion in our organization?
2. Do you feel like you belong in the organization?
3. How comfortable do you feel speaking up if you have concerns or suggestions?
4. What could we do to make you feel more included and valued?
5. Are any specific groups or individuals you feel are marginalized or left out?
6. What can we do to make our workplace more inclusive for all employees?
7. What challenges have you faced regarding diversity and inclusion in the workplace?
8. How has your understanding of diversity and inclusion changed since joining our company?

How can skip-level meetings help improve communication within an organization?

Skip-level meetings can help improve organizational communication by allowing leaders to hear feedback directly from employees. They help leaders better understand what is happening at lower levels of the organization and identify potential issues that may need to be addressed. Skip-level meetings help leaders get out of the echo chamber to make better decisions. Additionally, skip-level discussions can help improve communication by allowing employees to share ideas and suggestions directly with leaders without their manager’s filter.

Skip-level meetings are important for leaders to stay connected with their employees who report to their managers. By meeting with employees, leaders can get a better sense of what’s going on in the organization and collect feedback to help them make better decisions. Additionally, skip-level meetings help leaders build relationships with their direct reports’ employees and identify potential successors.

Above all, skip-level meetings help leaders understand how policies and decisions are being interpreted and executed at the lower levels and identify potential issues or concerns that may not have been brought to the leader’s attention.