Health Catalyst reviews

Thank you for your review and for your feedback. I agree with your assessment of our world-class people operations (HR) group. They are amazing and are an extension of our mission-orientation and an enabler of our culture. I appreciate also the positive feedback about the autonomy of team members, the mission-orientation and the openness of the leadership team to listen and learn from team members. This is certainly our hope and our objective. I also appreciate your constructive feedback about the decrease in our agility as a company as we have grown. I think in a number of ways this is true, and is one of the great challenges of scaling as a company -- how do we become consistent and sustainable as a larger organization, which necessarily requires standardization and operational focus, while not losing many of the benefits, from an innovation perspective, of our earlier days. This is a challenge with no easy solution, and I acknowledge this. Through our 2020 planning process we are seeking to find that balance, applying rigor and discipline from an operational scale perspective, but also proactively asking each group, each functional area, to provide innovative investment ideas for our consideration. Earlier this week we held the "MBA" (Market and Business Assessment) process, which was two 10-hour days reviewing every one of our businesses, and also hearing each business pitch innovative investment ideas for 2020. The challenge will be that we will only be in a position to invest in a fraction of the great ideas that were presented, in 2020. This is because we are also expected (and rightly so) to make meaningful progress towards profitability in 2020, and towards meaningful long-term financial sustainability. I also agree strongly with the importance of exceptional, caring managers, and this has been a focus in 2018 and in 2019, and this focus will continue. I read and reviewed the feedback from last year's 360-degree manager feedback on every single manager at Health Catalyst, and I plan to review the feedback on every manager this year as well. This feedback informed manager and leader promotion decisions and other changes, including moving some managers out of management positions and into individual contributor roles. We will keep working to enable this reality for our team members in the months and years ahead. And we will transparently share the overall ratings of team members regarding their managers, at an aggregate level, with all team members. Thank you again for choosing to join Health Catalyst over a year ago, and I'm hopeful we can make progress in the areas you've outlined in pursuit of the company's continuous improvement. Best, Dan

Thank you for this thoughtful and detailed review. Thank you also for your kind and generous comments directed towards me and other members of the Leadership Team. I sincerely appreciate it, and will try to live up to those generous comments. I'm also encouraged to hear your positive feedback about our benefits, the mission-orientation, and the exceptional people at Health Catalyst. I agree strongly with these positives. I appreciated also your constructive feedback. I'm sorry to hear of the lack of trust that you're observing in certain parts of Health Catalyst. While it is challenging to pay at the 75th percentile and focus on really positive benefits and work-life balance, while also achieving consistent financial sustainability through client success, we as a leadership team do believe it is absolutely possible. But it is critical that this optimism and belief permeate throughout every level and every functional area of the company, consistently. If you were open to visiting with me 1:1 to help me understand situations you're observing where we aren't consistent, I'd find that to be very helpful. Also, regarding the promotion process and the power of drive to come up to speed and add value, I strongly agree with your perspective that we should be a company where team members from lots of backgrounds can be really successful and qualify for promotions and expanded responsibilities over time. We've built an infrastructure that should proactively enable every team member, on average, to qualify for a promotion every 3-4 years. We are right now in the process of proactively asking every people manager (as we do every six months) to review every team member within their stewardship, and consider who is ready to be promoted, by the January timeframe, and we'll continue this practice every six months, and transparently share the results with all team members, to ensure we are keeping this commitment to enable every team member to qualify for a promotion every 3-4 years. We will also review the feedback we receive through the 360-degree feedback surveys and the Gallup surveys to get a sense for how we're doing here and what we can improve. Thank you again for your work over the last nearly four years to contribute to our company's mission and success. I sincerely appreciate it, and look forward to working alongside you towards that mission in the months and years ahead! Best, Dan