A skip-level is a meeting between a higher-up manager and an employee who is more than one level down the chain, but most commonly the direct reports of your direct reports. And it can be a great tool to engage, inform, and motivate the entire team at all levels. A well-conducted skip-level meeting can increase transparency, improve communication, and build relationships of trust throughout the organization. So how can you hold a skip-level that is both effective and non-threatening?

For starters, it’s important to keep the skipped employee in the loop. You don’t want your skipped manager to think you’re trying to spy on them or dig up dirt, although it may be that their employee has asked to meet with you to discuss challenges or concerns. So approach the skipped employee before scheduling the skip-level, and be sure to share the purpose for the meeting and the information you hope to get. Everything that happens around the meeting should be seen as constructive criticism.

Second, understand that employees may not open up to you so easily, especially if they don’t know you. Before scheduling skip-levels, try to circulate among the employees you want to meet with. Be seen, chat with people, and make yourself accessible. Then you’ll have some credibility and rapport at your skip-levels, and you’ll be more likely to hear what’s really going on. Even still, expect that not every employee will be ready to share their thoughts and opinions, or that they might put a rosy spin on everything. Remind employees that this is not an interrogation, and that their jobs are not at stake.

Third, prepare for the meeting by knowing who you’ll be meeting with, what they have achieved, and what concerns are anticipated. Meet the employee at their office, don’t summon them to yours. And if you don’t know the employees that well, use the meeting to learn more about each other’s backgrounds and goals. Recognize any specific achievements and be on the lookout for known concerns.

Finally, ask the right types of questions. A positive, open-ended question will be more comfortable for employees to answer and will yield better results. Effective questions include: 1) What is one thing we need to start or stop doing immediately to be more successful? 2) What do you like most about working here? 3) What other support or resources do you need to do your job? 4) How does your team leader best help you? 5) What questions can I answer?

Remember, a skip-level meeting is a powerful tool to help you strengthen the organization, but a poorly conducted skip-level can do more harm than not holding one at all. Keep the meetings on track and focus only on areas you are willing and able to change. And follow up! Maintain your credibility by sharing your take-aways and following through. Your diligence will only reinforce the importance of future skip-levels.