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Managers are often encouraged to develop their employees by giving them access to their skip-level managers. But even those who are genuinely invested in growing their superstars sometimes worry about being outshone by them. Or they may fear their report will jump the hierarchical line to report directly to the boss’ boss or move to another team. Then, without intending to, a manager can become a roadblock for their high performers. Being deliberate and strategic about the skip-level relationship between your boss and your employee can help prevent your fears from becoming reality. If you have a rising star on your team who you want to invest in, grow, and retain but you harbor feelings of discomfort about their trajectory, follow these five strategies. First, identify your hang-ups and threats you feel. Then, explain why you’re connecting your employee with your boss. Next, be transparent with your boss about what your direct report is working on. Finally, understand what your manager does in skip-level meetings to ensure you stay in sync. David, a senior bank executive, started our coaching session saying, “Sabina, I’m worried about Ray.” I already knew Ray was one of David’s direct reports and a star performer, so much so that David prioritized developing him. What was there to worry about?
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