Build Your Team: How Energy Healers Can Hire and Fire with Integrity

✏️ Editor’s Note:
Are you playing too many roles in your business—healer, marketer, accountant, salesperson—and wondering how long you can keep it up?

Do you worry that hiring help might mean losing control of your mission or the personal touch you bring to the table?

In this article, attorney Ian Foster shares how energy healers can expand their impact by hiring (and when necessary, letting go) with good strategies and integrity. You’ll discover five steps to bring on the right support, set healthy boundaries, and lead your practice in a way that aligns with your values.

As healers and heart-centered business owners, we often wear many hats. And sometimes all those hats can be overwhelming.

We can be owners, practitioners, marketers, administrators, bookkeepers, and much more…all at the same time! If you’ve felt any of the stress that I have in running a business, you know what I mean.

And there comes a point when doing it all yourself becomes unsustainable. Eventually, your business growth, your clients, and your own wellbeing would all benefit from bringing in help.

I know, I know…it’s hard to ask for help. How do I know? Because most of us in the industry share the same traumas. We love to give and give and we have a hard time asking for, and receiving, the help we need.

I’m sure you realize hiring is not some logistical decision; it’s not simply about dollars and cents and tasks performed.

Rather, hiring is an energetic decision. The people you invite into your business will shape your clients’ experience, affect your reputation, and impact how your values are lived out day to day…even if they are doing routine tasks behind the scenes.

That’s why hiring (and, when necessary, firing) must be approached with discernment and care and based within your personal values.

So let’s talk about how to build a harmonious team that supports your healing work and how to navigate these legal and ethical waters with confidence and integrity. Below are five primary considerations.

First: You Don’t Have to Do It Alone

Too many practitioners and “solo-preneurs” are hesitant to hire help because they’re afraid it means losing control, compromising their mission, or losing the personal connection with their clients.

Look, I get it! I’m a control freak and I pride myself on making every client and potential client feel special and loved and connected.

Yet, about six months ago I reached a place in my business where I realized I could not grow any more. By extension, I could not bring healing transformation to more people…unless I hired some help to take on the burden.

So: if your business is growing and you want to serve more people: you will hit a ceiling unless you get support.

Asking for help doesn’t have to mean some huge payroll or full-time staff.

It could be as simple as a part-time assistant who responds to client emails, manages your scheduling, or helps organize your files. It could be a bookkeeper who helps with invoicing. It could be someone who’s an expert in organic social media traffic and who makes beautiful, well-aligned posts to grow your visibility.

Maybe it’s another practitioner you trust who can take overflow clients.

If you have the right mindset, hiring help is what will free you up to focus on what only you can do: showing up with your gifts, serving your clients, and protecting your energy.

Don’t discount this; asking for help sends a powerful message to the universe: I’m ready to expand and grow!

Second: Hire Based On Values

Often, when you choose to grow or serve more people, then hiring help becomes a “when” rather than an “if.” So, when you’re ready to bring someone into your business, don’t start by listing tasks. Instead start by getting clear on your values.

• What kind of energy do you want this person to bring?
• How should clients feel if/when interacting with them?
• What qualities are non-negotiable (like kindness, integrity, follow-through)?
• What qualities are teachable?

Third: Be Clear Up Front

As business owners, we are tempted to avoid being too “formal,” whether it’s with clients or people we bring on board. I encourage you to think of written clarity as a gift. A clear agreement creates a safe space to work together so you can have a fruitful relationship that sets up both your business and the people you hire for success.

Make sure a basic contract or hiring agreement contains things like:

• Duties involved and the hours are expected
• Compensation and payment terms
• Whether the person is an employee or independent contractor
• Boundaries around client information and confidentiality
• What happens if the working relationship ends

This should not be cold or complicated. I recommend keeping it warm, friendly, and legally clear.

Fourth: Employee or Contractor?

When hiring a person to help you scale your business, one of the most important aspects is deciding whether that person is an employee or an independent contractor.

• If you’re directing their schedule, methods, or providing all the tools, they’re probably an employee.
• If they set their own hours, use their own tools, and work independently, they’re likely a contractor.

Of course, in reality it’s more complicated than that, but I’ve given you some rules of thumb. Make sure you consult with an attorney before hiring so you get the classification right, as mistakes can be costly!

Fifth: What If Things Don’t Work Out?

Even when everyone has the best intentions, sometimes a working relationship turns out not to be a good fit.

Maybe a person might not uphold your standards in the way you require. Maybe they aren’t cut out for your deadlines or boundaries. Maybe it’s just not energetically what you’re looking for. Or maybe your business evolves and the person’s role no longer makes sense.

Letting someone go does not make you a bad person, nor does it make them a bad person.

It simply makes you a responsible steward of your business, your clients, and your mission. And, letting someone go frees them to find someone else who is a better fit for their energy.

Here’s how to terminate a working relationship with compassion and legal clarity:

1. Document your concerns. Keep records of missed deadlines, behavior that doesn’t match your values, or performance issues.
2. Refer back to the agreement. Ideally, your written contract outlines how termination should be handled.
3. Have an honest conversation. Be kind, be direct. Say “this doesn’t feel like the right fit anymore and I wish you all the best,” rather than “you’re no good and you’re fired!”
4. Tie up loose ends. Pay the person what they’re owed, remove access to client records or systems, and follow through on any post-termination obligations in your agreement.

When done with care, even difficult goodbyes can leave both parties with respect and closure.

What’s Next: Leadership As Healing

As healers, we don’t just guide our clients on their healing journeys. We are also active participants in our own healing journeys and the universe will keep showing us where we need to work on things.

This is true even in building a team to support your growing practice. Do you have the capacity to grow, to serve, and to lead?

Exhibiting leadership does not mean having all the answers. It means setting a clear vision, holding healthy boundaries, and making choices that honor both your clients and yourself. It means treating the people you hire with dignity, clarity, and kindness…whether they stay with you for years or just a season.

So if you’re ready to scale your practice, don’t be afraid to ask the universe (and ask people!) for help. With the right support (and the right agreements) you can expand your impact while staying fully aligned with your mission!

✏️ Editor’s Note:
Bringing others into your business doesn’t have to mean losing control or compromising your mission. With clarity and compassion, it can be one of the most powerful steps toward sustainable growth.

Remember that hiring and firing are both opportunities to lead with integrity, strengthen your values, and protect your energy.

If you’re ready to grow with confidence, your next step is to equip yourself with tools that make leadership easier.

EMPA’s educational resources—including templates, interviews with Ian, and learning modules—are designed to support energy healers at every stage of business. Become a member to explore them today and take your practice to the next level.

This article was originally published in the September/October 2025 issue of Energy Magazine. As part of the ongoing Laws & Regulations column by Ian Foster, these articles aim to help energy healers navigate legal, ethical, and business challenges with clarity and confidence.

Disclaimer: This article is for educational purposes only and does not provide legal, financial, or medical advice. The examples are general, and coverage may vary by policy. Always refer to your insurance provider or policy language for specific details, as the policy terms take precedence. For legal concerns related to your practice, consult an attorney.