Health Catalyst reviews

Thank you for sharing this feedback, and for your contributions these past 2 1/2 years. Your role, that of Technical Director, is such an important role for the company, and I know we have asked a great deal of our Tech Directors, particularly over the past two years post-reorg. We have, I believe, at times required too much, and we're trying very hard to ensure that the role of Tech Director, and every other role at Health Catalyst, is sustainable. I'm glad you feel supported regarding work/life balance. That is definitely our hope and desire as a leadership team, for every team member to be in a position that is long-term sustainable. I appreciate also your feedback regarding the pace of change, and I agree with your perspective that as the company grows larger, our growth rate will almost certainly slow, even as we maintain significant growth. My hope and expectation is that over the next 10 years the company, if it is living up to its potential, will average a significant growth rate, one which will enable us to positively affect a greater portion of healthcare outcomes, and one which will provide our team members with tremendous career growth opportunities. But there may be some team members who naturally prefer different, earlier stages of a company's maturation -- and that is understandable and ok. We can likely provide some of those kinds of experiences, through new products and new market opportunities, but there may be some circumstances in which the right decision for the team member is to complete their Health Catalyst experience and join a company at an earlier stage in its maturation. But we hope to provide a spectrum of great experiences so that most of our high-performing team members can be challenged and engaged in great work -- perhaps the best, most meaningful work of their career -- while they are at Health Catalyst, over long periods of time. Finally, thanks for your feedback regarding the importance of transparency, particularly as it relates to addressing changes in organization or in addressing rumors. This underscores, to me, the importance of some "systemic" elements in our communications, like continuing the practice of every-other-week All Team Member discussions, and review of feedback like the anonymous intranet and Glassdoor feedback. We'll keep doing this every two weeks, and encourage team members to submit questions through those venues. Also, we're working to encourage leaders and managers to also hold frequent discussions with team members, both 1:1 and as a team, to ensure frequent and transparent communication. Thank you for your work as a Technical Director at Health Catalyst. Your daily work makes a meaningful impact across all our products and solutions. Best, Dan

Thank you for your feedback, and I'm really glad to hear your experience after one year has been very positive. I also appreciate your feedback regarding ensuring our culture remains a positive and not a detractor, particularly regarding follow up for remote team members. Also, I agree that each of us, at every level, needs to work every day to ensure we're being consistent with the values of the company. the 360-feedback process will help each of the managers and leaders at Health Catalyst better understand where we need to improve. This will be a permanent and helpful feedback mechanism, to complement other permanent and regular feedback mechanisms, like the semi-annual Gallup engagement survey tied to every manager's bonus. Thank you for your contributions this last year and for your commitment to the company moving forward!