How to run a skip-level meeting
The short answer
Tell the manager in between why you're meeting, then explain to the employee that it's about listening, not evaluation. Ask open questions about their work, team and growth, listen more than you talk, share themes rather than who said what, and follow up on anything you promised.
Step by step
- 1
Brief their manager
Explain the purpose so it doesn't feel like going around them.
- 2
Set expectations
It's a conversation, not a performance review.
- 3
Ask open questions
What's going well, what slows you down, what would you change?
- 4
Listen
Take notes and avoid defending or explaining.
- 5
Follow up
Act on what you can and share themes with their manager.
Common mistakes
- Undermining their manager.
- Breaking confidentiality.
- Promising changes you can't make.
Acta keeps your follow-ups from each skip-level as action items so nothing you promised is forgotten.
Try Acta free for 15 daysQuestions
How often should skip-level meetings happen?
Quarterly is common, one-to-one or in small groups.
What questions work best?
Open ones about obstacles, ideas and support, rather than status.