Skip-Level 1:1 Template

The skip-level 1:1 template helps a senior leader meet with employees two levels down to hear what rarely travels up the chain. Used well, skip-levels surface blind spots, build trust across layers, and give leadership a direct read on team health.

When to use it

Run skip-levels on a light, predictable cadence, often quarterly, so they feel normal rather than ominous. They are also valuable during reorgs, after major changes, or when a leader wants ground truth on morale.

Who attends

A senior leader and an employee who reports to one of their direct reports. The employee's own manager is not in the room. That separation is the point, so be explicit that this is not a performance review of anyone.

How to run it

Open by naming the intent and setting psychological safety, because most people arrive guarded. Ask open questions and resist defending the status quo. Your job is to listen and learn, not to explain. Be careful with what you act on directly versus what you pass to their manager, and never repeat anything in a way that exposes the source.

Questions to ask

• What is working well on the team right now?
• What is the most frustrating part of your week?
• If you were running things, what would you change first?
• What does leadership not see that we should?
• Do you have what you need to do your best work?
• What would make you consider leaving, and what keeps you here?

Common mistakes

• Letting it feel like a manager-bashing session or an evaluation.
• Getting defensive when you hear something uncomfortable.
• Acting on a comment in a way that exposes who said it.
• Gathering feedback and then never closing the loop.

Want to track themes across skip-levels over time? Run it in OrgTP and turn scattered signals into clear leadership action.