What to talk about with your skip level manager

Summary

In this episode of the Corporate Etiquette Show, Laura discusses the importance of having monthly one-on-one meetings with your skip-level manager. She debunks myths, emphasizes the benefits for both parties, and offers advice on how to make these meetings productive. Laura suggests discussing broader company priorities, seeking feedback, and identifying opportunities for career progression. She also encourages initiating these meetings and using them to address departmental issues and team morale.

Takeaways

• 😀 It's perfectly acceptable and even recommended to have regular meetings with your skip-level manager.
• 🔍 If your direct manager is against these meetings, it could be a red flag indicating issues within the company or team.
• 🗓 The frequency and length of skip-level meetings will differ from those with your direct manager, typically being less frequent and shorter.
• 🤝 Skip-level meetings are mutually beneficial, providing value to both parties and should not be approached with guilt over taking up time.
• 💡 You should feel empowered to initiate skip-level meetings rather than waiting for your manager to do so.
• 🌟 Focus on discussing larger picture items and company priorities during skip-level meetings, not day-to-day tasks.
• 🔎 Ask probing questions about company decisions and priorities, and how your work aligns with these broader goals.
• 📊 Seek honest feedback on what's going well and what's not within your department or team from your skip-level manager.
• 🔄 Use feedback to improve your visibility and address any misconceptions your leadership may have about your work.
• 📈 Provide feedback to your skip-level manager about team morale and issues affecting the team, giving them a chance to address problems.
• 🛠 Ask for help with your career progression and gain insights into potential future opportunities within the company.
• 🔑 Listen for opportunities during meetings that could lead to a 'quiet promotion' by taking on and resolving pressing issues mentioned by leadership.

Q & A

Why should one have a month-to-one meeting with their skip level manager?

A month-to-one meeting with a skip level manager is beneficial for understanding broader company priorities, discussing career progression, and addressing any large-scale issues that may impact the team or individual performance.

What are some common myths about meeting with a skip level manager?

Some myths include the belief that it's not okay to meet with them or that they are unreachable, and that such meetings should only be initiated by the skip level manager. In reality, these meetings are recommended and can be initiated by the employee.

Why might a line manager be against having a skip level meeting?

If a line manager is against skip level meetings, it could be a red flag indicating issues with their management style or potential problems within the team or company that need attention.

How frequent should skip level meetings be compared to direct line manager meetings?

Skip level meetings should be less frequent than direct line manager meetings due to the larger number of reports a skip level manager may have. They could be half-hour sessions every other week or once a month.

Why is it important to discuss big picture items in skip level meetings?

Discussing big picture items helps align individual and team goals with company priorities, and allows for a deeper understanding of the company's direction and how one's work contributes to it.

What kind of feedback should one seek from their skip level manager during these meetings?

One should seek feedback on what is going well and what is not within the department or team, as well as personal performance and how it fits into larger company priorities.

How can giving feedback to a skip level manager benefit an employee?

Giving feedback allows the skip level manager to be aware of issues that may not be visible from their perspective, enabling them to address problems and improve team morale or processes.

What career-related topics should an employee discuss with their skip level manager?

An employee should discuss their career aspirations, how they fit into the department's future, and any potential changes in job roles or teams that may affect their career progression.

How can an employee use skip level meetings to improve their visibility within the company?

By actively listening for opportunities and addressing problems that the skip level manager identifies, an employee can demonstrate their initiative and capability, enhancing their visibility and promotion potential.

What immediate opportunities might arise from skip level meetings that can benefit an employee's career?

Immediate opportunities could include being assigned to solve a large-scale problem or getting involved in a new project that the skip level manager identifies as a priority but is currently not functioning well.

How should an employee prepare for a skip level meeting to ensure it is useful?

An employee should come prepared with questions about company priorities, their role in those priorities, and any issues or opportunities they wish to discuss, ensuring the meeting is focused and productive.