5 Tips to Attract Your Next Client or Employee

Many of the humans I work with are either leaders inside large corporations or they are CEOs of their own companies. And often, they are in the energy of attracting in clients/customers or employees to support their work.

We could chat for hours about the best ways to attract in the next soul mate client or employee, but today I am sharing my top five tips.

#1. Re-visit, re-evaluate and re-create the values of your work.

Why do you do what you do? What turns you on about it? What lights you up about it? Why are you doing this work? What will be that "F++k YES" quality for people to connect with your message? If you are solid in your values for why you do what you do, so will others. Clients/customers will find you easier, and employees will be more inclined to love working for your mission.

#2. Provide lots of value and don't put your eggs in one basket.

How do potential clients or employees find you? How do they know you have a service to provide or a job opportunity to share? Of course the platform choice may be completely different depending on who you are attracting (client or employee) but your soul mate people need to find you, see you and like you to want to work with you or for you.

Social media, Pinterest, blogs, newsletters and podcasts are a great way to share your skills for a potential client. Depending on what kind of job you have available, you can post to social media, LinkedIn or a job search engine. Often, a potential employee is already in your community, so don't forget to let people know you are searching for someone.

I highly recommend not using just one platform. If you are attracting in a new client and sharing your work, be sure to do so across the platforms of your choice. For example, my platforms of choice are Instagram, Pinterest, E-mail and soon will be a podcast. I know people who rock the in person networking scene. Depending on what kind of employee I am searching for I might use LinkedIn or Facebook.

#3. Clean up your energetics.

I believe that energetic frequency plays a huge role when it comes to the people who work with you or for you. If you are murky in your energy because you aren't sure what you want, or you've been burned in the past but you don't know how to not get burned again, your energy will dictate how things will go.

Affirm what you are available for and not available for. Write it down. Be as clear as you can possibly be. While you are at it, make sure you are clear on your boundaries and policies too.

#4. Have a solid step system for how people can work with you and for you.

There is no such thing as being too clear, and I believe it helps to have a system in place for how people go about working with you or for you. How do they apply? How do they let you know they are interested in working with you or for you? How do they pay you? How do you pay them? What contracts need to be signed? What are you expectations?

Have a clear onboarding system, a detailed contract and an easy way for the person to be a part of your world.

#5. Be impeccable with your word.

If part of your business model is to conduct conversations in your Facebook or Instagram direct messages, make sure you respond to every message from a potential or current client. Even if you feel like the client might not be fully ready for your work right now, they might some day, and if you have ignored them in your DMs, they likely won't invest a dollar in your offers in the future.

This is huge pet peeve of mine. To be clear, I am not talking about the spammy messages where you know someone is selling something and you could care less, I am talking about potential clients, customers or employees. People buy from people. People buy into people's missions. And, if you are ignoring their messages, they won't feel seen or heard.

If the DMs overwhelm you, turn them off. You don't have to use Facebook or Instagram DMs as part of your business model. And, if you are overwhelmed with messages, but you want to use the DMs and you want some structure to how you use them, either hire someone to respond daily to your messages, or have a blanket statement that you use to send potential clients/customers to your website or to email you.

People are watching you. They want to validate their reason for buying into your values. If you don't give them clear boundaries around how to communicate with you, or you are ignoring them because you are overwhelmed, you are leaving money on the table. I guarantee it.

#6. Bonus! Be super solid with yourself, your values, your mission and what you desire.

It can be hard to be fully solid in all of the above, but I believe when you are there is less opportunity for things to get muddled. Plus, anything you decide now can be changed later. It's not all written in stone, as my mama likes to say.

When you are solid within yourself about your values, systems and boundaries, people have less of an opportunity to get caught up in the unknown. There's less opportunity for murkiness and more space for the right people to find you and be soul mate clients or employees.

So which one of these is aligning the most with you right now?

Until next time, be amazing and do fabulous things.

Love, Katherine

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THE SACRED OF HIRING & FIRING. PART TWO.

In Part One of The Sacred of Hiring and Firing I offered guideposts for you to create both the practical and the energetics to sacred hiring. In my opinion, hiring and firing can be really good for your business and for you as a person, but it does take a bit of intention, planning and thought.

You can read the Sacred of Hiring & Firing, Part One HERE.

Today, I am sharing with you how to fire someone in a sacred way. Firing people is no fun. I have to admit it's something I don't love doing. But, sometimes we have to let people go. Sometimes they just aren't a good fit for us any more. Sometimes they change, and sometimes we change.

Firing someone can be messy. It can be emotional. It can be stressful. All of those things can happen in any instance of firing someone. But, it can also be done in a thoughtful and caring way.

In any sort of sacred situation, I believe that practicality and energetics play a part. I have listed out both sections for you, starting with the energetics.

The Energetics of Firing

• Whenever you find yourself at a place of letting someone go from their employment position, it can be really helpful for you to write out all of the reasons why this person is no longer a good fit. Get clarity on why you no longer wish to employ this person.

• Take some time and get grounded in your body. Take some deep breaths and connect in with you root, sacral and solar plexus chakra. Allow yourself to feel grounded in your decision.

• When speaking to the person (which I always recommend- firing over text or email is always a little too messy in my opinion) I recommend that you arrive to the conversation feeling as grounded and clear as you possibly can. If you feel like it is required, have your list of reasons for letting the person go ready for you to access if you need it. Feel confident in your decision to move on from this employee as much as you can.

• After letting someone go, take a moment to clear your energy. Remove anything that belonged to the person. Do a cord cutting meditation to release the person from your energy field. Lovingly release them from your realm. (If you haven't experienced cord cutting before, the simplest way to describe the practice is to imagine a cord between you and the person. Then imagine yourself (or Arc Angel Michael) cut the cord between you and the person. Imagine all of the energy of the person going back to them and all of your energy cleanly returning to you.

• Firing someone can feel really heavy and you might carry that energy around with you for a while. Take hot baths with epsom salts, sage your surroundings, do multiple cord cutting meditations and visualizations. Allow yourself to process all of the emotions you experience as you go through letting some one go. Even if you didn't like the person, you likely will still go through a grieving process.

The Practicalities of Firing

• If you are concerned that letting this person go will cause a lot of drama for you, be sure to speak to a lawyer to make sure you have done everything you need to before speaking to them.

Have the lawyer read over the employment contract.

• When letting someone go and if it's required, make sure you have any sort of severance package ready. Often this isn't necessary, but if the contract reflects a severance package you are obligated to honor it.

• If you work for a corporation, involve the human resources team. Often they know about the ins and outs of firing way more than we do.

• If you are breaking a contract, honor whatever the contract reflects in regards to breaking it.

• If you feel like safety will be an issue for you or for the person you are letting go (hopefully not, but this can happen) be sure to have another person with you during the conversation.

• If there was something this employee was doing that you no longer are willing to tolerate or experience, make sure you write that down in your list for the next person you hire. (Check out part one for more information about this.)

• Take some time to reflect on anything you could do differently in the future. Are there any patterns or behaviors that you consciously or unconsciously played out? What could you do differently in the future?

• What does your existing team need to know about the situation? Do you need to address anything with them as you move forward?

Letting someone go can cause a lot of stress. But, in the end you are creating room for someone who will hopefully fit better into the work you are doing.

Please feel free to come back to this article the next time you are considering letting someone go.

With love,

Katherine

PS. Do you receive my newsletter? I write weekly(ish) with special announcements, new offerings and links to these articles. You can receive my free meditation bundle and receive my weekly newsletters here: https://www.katherinephifer.com/meditationseries

THE SACRED HIRING & FIRING. PART ONE.

I've been itching to write this article for a while, and then the other day I was on a zoom meeting with a client I've been working with and we landed on hiring (and firing) as she creates and expands her new business. I immediately knew that my desire to share this information was spot on and needed to be out in the world.

Hiring and firing can be complicated, stressful and overwhelming. The hiring can be fun and exciting too. The firing can feel like letting go of a breath that you held in for a long time.

In my opinion, if you hire well, you likely won't have to fire much. But, sometimes you don't know until you know. And sometimes life evolves where you have to let people go. Both acts- hiring and firing- can be sacred if you allow them to be.

As leaders we will likely hire and fire in our lives. I believe that it is up to us to be thoughtful in our energy and our preparedness as we welcome individuals to share in the mission of our work.

Today I am sharing with you the sacred "how to" of hiring. Part two will be about the sacred "how to" of firing. Below I've included a combination of practical and energetic steps to attract + magnetize the right human into your business realm and create a beautiful relationship with your employees and contractors. And, it goes without saying, but if you work for an established company, please make sure you are following their guidelines for hiring employees.

The Practicalities of Sacred Hiring:

• Be incredibly clear about the job and job description when you share with people that you are hiring. Honestly, you can't be too clear here. Write out all of the job duties you imagine this person taking care of. (This will also help when you are creating a contract with the individual.)

• Share the job opportunity in a few different aligned places. I don't recommend fishing in all of the waters- pick which ones will work for you and where the potential employee might be looking for a job.

• Write out all of the qualities you'd like your new employee to have. Don't skimp on this part- it's the most important! You can't be overly clear here. Write out every thing you desire the employee to be, from punctuality to impeccable quality in their work. This will help you when you are in the middle of your interviews to know who really meets the qualities you are looking for and the ones you aren't.

If you have been burned by employees in the past, write out the things you weren't happy with so that you know that you aren't open to that in the future. For example, are you open to someone calling in sick once a week? Are you cool with someone showing up late to a meeting with you? If the answer is no- write out that you are not open to these sorts of things.

• Set up time in your schedule to go through the applications/resumes/letters. Create three piles for you to file the incoming applicants- ones that are a "yes," ones that are a "potential" and ones that are a for sure "no." Go ahead and write out a blanket email for the ones that are a "no" and send them as you go through applications. I feel like in today's age and time it's always nice to let people know that they are not candidates so that they can move on.

For the yes and potential applicants, and considering what kind of job you are looking to fill, you can decide how to go about the interview process. Zoom interviews are great for

online positions, in person interviews are fabulous for in person jobs.

• When interviewing potential people, show up grounded, rested and with the job description in front of you. Have a few questions written out so that you are prepared to have a helpful and enlightened conversation.

Also, sometimes we feel rushed in the hiring process. Allow yourself the grace to interview someone a couple of times if you feel inclined, so that you know this person is the right candidate.

• For potential employees, and if it's appropriate for the job description, run background checks

and call all of the person's references.

• Have a set of questions to ask the references. Speak to all of them. And, really listen to the answers. (Once I called a reference and spoke to the person's ex-boyfriend. She didn't expect me to call her references. I did. Things had not ended well for the couple. It was an awkward conversation with the ex-boyfriend and I decided not to hire the person.)

• For anyone who works for you, whether that's a contractor, a part time employee or a full

time employee,always have a contract signed by you and the potential employee. Provide

clarity, expectations and boundaries within the contract.

• For your employee to really be excited about working for you, it's always helpful for them to

be excited about your mission. The more you can offer for your employees to get pumped

up about why they work for you the better.

• Don't be afraid to use google to get help on interview questions and contract templates. There are some great examples out there.

The Energetics of Sacred Hiring:

• If you haven't in a while, get a really clear idea of your business mission. Write it out. Who do you serve? What do you do? Why is it important in the world? Why do you love what you do? Why would you want someone else to love what you do too?

• Take a moment to dream up who you desire to work for you. Close your eyes and imagine you working alongside this person. What do they do? What is their energy? What are their qualities? What do they not do? After you spend some time dreaming, grab your journal and write down everything you just felt, thought and experienced.

• When you are writing out the job description for your search for your next employee, take some time to imagine someone doing the work. What does it feel like?

• When you meet people for an interview, be as observant about the minutia as you are about everything else. Did they show up on time? What are they wearing? If you are on Zoom, what does the background behind them look like? Where did they place themselves? What are the non-verbal things they are saying?

• If all of your check boxes are ticked, but somehow this person feels like a "no" can you allow yourself to honor that answer, or do you feel like you'd like more information before deciding? (This may be the time you schedule another interview.)

• Trust your intuition throughout the process. What feels like it's not aligned? What are you tolerating because you just want to fill the job position? What feels like a breath of fresh air?

When you are bringing new energy into your business, you have the ability to expand your work in such powerful ways. Hiring gets to be a fun process of expanding you and your mission into the world. I hope this supports you in finding the next right person for your work and life!

With love,

Katherine

PS. Do you receive my newsletter? I write weekly(ish) with special announcements, new offerings and links to these articles. You can receive my free meditation bundle and receive my weekly newsletters here: https://www.katherinephifer.com/meditationseries