A skip-level meeting, a conversation with your direct manager’s manager, is an opportunity to gain visibility with senior leadership and a wider perspective on company objectives. These meetings are dialogues intended to open lines of communication and help leaders stay connected to the organization’s pulse. Approaching this meeting with a prepared mindset allows you to make a positive professional impression and advocate for your growth.
How to Prepare for Your Skip-Level Meeting
Thorough preparation is key to a successful skip-level meeting. Begin by researching the senior manager you’ll be meeting with. Review their professional history on platforms like LinkedIn or the company’s internal directory to understand their career trajectory, areas of expertise, and past projects. This background information can help you find common ground and tailor your conversation.
Next, reflect on your own recent performance and contributions. Review your job description, past performance reviews, and any notes on significant accomplishments. Compile a list of your recent wins, focusing on achievements that had a measurable impact on your team or the organization.
Finally, establish a clear objective for the conversation. Your goal could be to better understand the department’s goals, seek career advice, or build a professional relationship. Having a defined purpose helps focus your talking points and ensures the meeting is a productive use of time.
Key Topics to Discuss
Your Career Goals and Aspirations
Discussing your long-term career ambitions demonstrates foresight and a commitment to growing with the company. Frame your goals in the context of the organization’s future, showing how you can continue to add value over time. You might say, “I am interested in developing my skills in project management, and I see opportunities to apply that on the upcoming product launch.”
Your Role and Recent Accomplishments
When discussing your role, focus on the results of your work rather than just listing daily tasks. Connect your recent accomplishments directly to broader team or company objectives. For instance, instead of saying you “managed the social media accounts,” you could explain that you “increased audience engagement by 15% last quarter, which supported the marketing team’s goal of enhancing brand visibility.”
High-Level Team and Department Insights
Sharing your perspective on team dynamics can provide your skip-level manager with valuable information they might not otherwise hear. Focus on the positive aspects, such as successful collaborations or efficient processes. If you address challenges, present them as opportunities for improvement rather than complaints. You could mention, “Our team works very well together on cross-functional projects, and I believe we could be even more effective with a more streamlined communication tool.”
Company Strategy and Vision
Expressing your interest in the company’s overall strategy shows that you are an engaged employee. You can talk about how you see your work contributing to the company’s mission or ask for clarification on a particular strategic goal. This demonstrates that you think beyond your immediate responsibilities and are aligned with the organization’s direction.
Seeking Advice and Mentorship
Asking for advice is a way to build rapport and show that you value the leader’s experience and perspective. Frame your request around professional development, such as skills you should acquire or challenges you should seek out to prepare for future roles. You could ask, “Given your experience in this field, what abilities do you think are most important for someone in my position to cultivate for future growth?”
Questions to Ask Your Skip-Level Manager
Turning the meeting into a two-way conversation is important for building a professional relationship. Prepare several open-ended questions that invite a detailed response and show your curiosity about the business. Asking about the department’s future can provide you with valuable context for your own work. A well-phrased question might be, “What do you anticipate will be the most significant challenge for our department over the next year?”
Inquire about your own professional development from their higher-level viewpoint. This signals that you are proactive about your career and respect their insight. Consider asking, “From your perspective, what are the most impactful skills or experiences for someone in my role to develop to be successful in the long term?” This type of question can yield personalized advice.
Show your interest in the broader company by asking about strategic priorities. Questions about the company’s direction demonstrate your engagement and help you understand how your work fits into the bigger picture. You might ask, “What are the key priorities for the company in the upcoming year, and how does our department’s work contribute to those goals?”
Topics to Strictly Avoid
It is important to know what not to discuss in a skip-level meeting to maintain professionalism. Avoid the following topics:
- Complaints about your direct manager. These meetings are not a venue for airing grievances. Doing so can make you appear unprofessional and undermine the established chain of command. If you have issues with your manager, they should be addressed through appropriate channels, such as human resources.
- Salary, promotions, or compensation. These topics are best handled by your direct manager, who is responsible for performance evaluations and salary administration. Raising these subjects with a skip-level leader can be perceived as an attempt to circumvent the proper process.
- Workplace gossip. Participating in rumors or sharing negative opinions about colleagues can damage your professional reputation and erode trust. Keep your conversation focused on constructive and positive topics related to your work, the team, and the company.
Following Up After the Meeting
A prompt and thoughtful follow-up can solidify the positive impression you made. Within 24 hours, send a concise thank-you email to the skip-level manager. In the message, express your appreciation for their time and mention a specific piece of advice or insight from the conversation that you found particularly valuable.
It is also a good practice to proactively share a summary of your conversation with your direct manager. This transparency is important for maintaining a strong relationship and ensures they do not feel that you went over their head. Frame the update positively, sharing high-level takeaways and any advice you received. This keeps your manager informed about your professional development goals.