Health Catalyst reviews

Thank you for sharing this detailed and insightful perspective. I have read and reread your review multiple times. And I believe there are important elements that we need to pay attention to as leaders and managers, and that we can improve. Let me address a few of the topics you raised and offer some thoughts as well as an action plan, which we'll also review together in today's ATM meeting, striving to exercise the principle of transparency, ESPECIALLY when it's hard. First, as it relates to the need for each of us as leaders, each day, to strive to live up to the Health Catalyst Way, I agree strongly with your perspective that it must be each team member and leader, every single day. And I agree that we often fall short, myself included. Part of our values includes giving people a second chance, but that also assumes positive intent, that each individual is striving to live up to the values every day. And each time we fall short of the values of the company it erodes the character of the company. Further, if we behave in such a way that there are some individuals who we treat as "exceptions" to the standard of striving to live up to the values, then this erodes the character of the company further. I have said in other settings and will repeat now, that no one is untouchable at Health Catalyst -- not me, not any member of our board or leadership team. We should each feel accountable, every day, to live up to the values. I know that we fall short, and I would be happy to visit privately with you about any instances where we need to address an issue with a leader, and I will keep our conversation confidential, and will also take action to address the issue as well. I apologize that you've experienced situations where leaders at the company have fallen short. Second, regarding our follow up and follow through around the manager 360-degree feedback process, I have had the same concern that you raised, for some time. In fact, three days before you posted this review, I put an agenda topic on our weekly Leadership Team agenda to highlight that I felt we hadn't done nearly enough to systematize our use of 360-degree feedback, in helping managers to become better and more effective. Yes, we have taken a few steps, and actually I have personally spent many hours reviewing the feedback for literally every manager at Health Catalyst. And, importantly, I leveraged this feedback as an important input into the 8 new Leadership Team positions that were filled. But we haven't become as systematic as we should. But we are working on it, and we'll talk about some of our plans in that regard at today's All Team Member meeting. Third, regarding the rivalry between the Technology organization and the Professional Services organization, sadly I agree with much of your commentary, and have been concerned about this dynamic for quite some time. One of the primary driving factors underpinning our reorganization several months ago, where all the product lines and all the services functions now report up to the COO was to try to organizationally "unite" the technology and the professional services groups as one, rather than having continued divisions. Also, as we hired SVP and General Managers for the business functions, I emphasized to each of those leaders how much I expected them to work "as one" across product and services, and this is a central theme for Paul Horstmeier (our COO) as he works within our company on the next chapter of our success. But these changes take time. I already see significant evidence of improvement, but I also see evidence that we have more work to do. I am deeply convinced that we will not accomplish our mission if we are not united. So we will shine a light on this issue, and we will ask for the help of every team member in making meaningful progress here in 2019 and beyond. This is something I repeatedly emphasize in my 1:1 discussions with Leaders at Health Catalyst. Finally, I wanted you to know that while these challenges can feel discouraging at times, I share your hopefulness. I believe we can change and improve. And we are working towards a worthy mission, one larger than any one of us. Thank you for your contributions these past 3+ years. Thank you for your courageous transparency in sharing this review, and I have a personal goal that we might improve sufficiently that perhaps in a year or so you might genuinely feel a desire to update your review on Glassdoor (as we ask every team member to do once a year) and be able to share that you have personally experienced improvement in each of these areas. Again, I'd also welcome the opportunity to visit with you 1:1, privately, so that I can better understand your experience. If you're open to meeting with me, just reach out to Jenn Howard and we'll set some time up. Thanks, Dan