“The “flat” organization is a myth. Hierarchy is an inescapable fact of life.” - Kim Scott

If you manage people who manage other people then you must run skip-level meetings. This is where people who report to your direct reports can skip a level and talk to you directly about how things are going in their teams. This is also a place for them to “speak truth to power” and tell you how their bosses can support them better. Here are some good practices for skip level meetings.

• Define the purpose. Identify why you’re holding the meeting. Explain what questions or concerns you’ll address. Be sure to create the safety so people can be candid about how their bosses are doing.

• Set the right expectations. This meeting shouldn’t be about presuming that the boss is guilty. Nor should you give the impression that you’re unwilling to hear criticism about your direct report.

• Focus on listening. Use active listening techniques and encourage the employee to share their perspective without interruption.

• Use open-ended questions. Ask questions that encourage discussion and help the employee to articulate their thoughts, feelings, and ideas.

• Respond specifically. If you have immediate advice to offer, make it specific and actionable. Focus on behaviours, process and priorities that people can change.

• Don’t let it become a gripe session. Yes, you’d like people to be candid. At the same time, you want them to offer constructive advice.

• Follow up. Ensure that you define and communicate any action items or next steps. This is your meeting. If people must keep their faith in the process, then you must follow through on whatever you commit to.