Health Catalyst reviews

Thank you for your thoughtful, detailed review, and for your contributions to our company's success over the past several years. I'm so glad I was able to remember your wife's name and your daughter's name, and I also wish I could say that this was true with every team member and their loved ones. I've fallen a little behind (as evidenced by a Q&A session today in Minneapolis with our APR teammates--I couldn't remember several team members' names, unfortunately) , but we as a leadership team remain focused on the goal of knowing every team member's name, as a signal that we care about, respect and appreciate every team member. I also really appreciated and agreed with your observations about our companywide goals and our bonus plan. I'm hopeful that our updated structure & framework in 2018 and beyond will help us improve in some meaningful ways. I hope that a year from now we will look back on our performance against a somewhat more conservative 2018 operating plan and see that we met or exceeded the operating plan targets for each quarter. That will not be easy, but it is more possible in 2018 because our plan is a little more conservative, particularly relative to our growth forecast. I also appreciated your observations about diversity in the workplace. Linda Llewelyn, Leslie Falk, Lauren Udwari and I just co-authored an article on this topic as part of our continued focus on enabling Health Catlayst to be a best place to work for every current and prospective team member, including team members with incredibly diverse attributes, characteristics, backgrounds and experiences. Here's the link: https://www.healthcatalyst.com/diversity-in-the-workplace-principle-driven-approach We'll keep working every day to improve. Thanks for your contributions to that improvement--glad to be on the journey with you!

Thanks for sharing your perspective, and I'm sorry to hear that your experience while at Health Catalyst included elements that are not consistent with who we strive to be. We continue to work on manager & leader training and development, and we're also striving to be more active and consistent in addressing performance management issues. But we still have room for improvement, as your experience highlights. In terms of encouraging new voices to speak up, that is certainly something we as a leadership team are committed to doing. We continue to utilize Gallup every six months to survey every team member, anonymously, on their experience, both in terms of quantitative answers to their standard 13 questions tied to their calculation of employee engagement, and qualitative feedback in free-form responses to open-ended questions. I read every response to every survey, multiple times. We discuss the quantitative and qualitative responses for multiple hours as a leadership team, and have enacted dozens of policy changes as a result of this feedback over the years. We also share the full quantitative results with every team member, every six months, and review together in our All-Team-Member (ATM) meetings -- we will be reviewing the most recent results in this Friday's ATM meeting. Likewise, we read, review and respond to every Glassdoor post, and we highlight this content transparently at every ATM meeting. In addition, recently (and this may have occurred since you left the company) we have supported the creation of various affinity groups to provide an opportunity for additional discussion and consideration of how we can continuously improve. Within the last few weeks I have had the opportunity to attend a few of these affinity group meetings, including the Women's Group and the LGBTQ Group discussions. I want to acknowledge that through these various mechanisms to encourage and listen to feedback, it has been confirmed to me that we continue to have room for improvement as a company. At the same time, we are grateful to see many examples of positives at the company, including industry-leading employee engagement scores, and industry-leading customer satisfaction scores (including today's announcement that Health Catalyst was recognized as Best in KLAS for Healthcare Analytics for the second year in a row). Still, there is plenty of opportunity to improve. I feel that my first responsibility as the CEO is to represent and advocate for our team members. If we as a leadership team can create an environment in which highly talented team members choose to come to Health Catalyst and to stay at Health Catalyst, and that they are highly engaged in the mission of the company, then these team members will serve our customers at the highest possible level. These customers will realize significant value as a result, and will choose to renew and expand their relationships with us, which will lead to growth, expansion and financial strength, producing a strong return for our investors. I feel regret that we did not fully realize this team member objective in your case, and for that I apologize. Please know that we're focused on improving, and I appreciate your feedback and wish you success in your current and future endeavors.