Health Catalyst reviews

Thank you for this review and for sharing this feedback. I see confirming patterns in other team member feedback, particularly the qualitative comments in the most recent Gallup survey. I concur with your hypotheses that the imperfect reorganization we implemented in July of 2017 put many team members in unfamiliar roles that a good number had not independently pursued or requested, and that this would very likely impact answers to the two Gallup questions you reference above. As we've discussed in ATM meetings and Q&A sessions, the first part of 2017 was very challenging for the company. The 3-month pause in our sales pipeline (the "Trump Pause") significantly impacted our ability to execute against the Operating Plan we had developed, and instead required us to make mid-year adjustments that had a ripple impact on many team members. I'm grateful we preserved team members' positions at the company, even during that rough patch, but we did need to reorganize and to respond to market demands for our products and services, some of which we didn't fully anticipate. I strongly hope that as the company continues its significant growth acceleration since Q1 of 2017 (including our record-breaking Q1 2018 that just closed!!), this growth will enable more flexibility for team members to move to positions that better align with their experience, their skillets and their interests. I also hope that the significant project we are completing around consistent job leveling across every job family and every function will enable hundreds of productive career-development discussions between team members and their managers, and provide a structure and framework for these discussions to be concrete and more clear in terms of understanding a 5-year career trajectory, with a better definition around educational and experiential requirements to qualify for promotion to the next job level. This will take a little time to really become a productive framework for each team member, but we are already seeing some encouraging signs that more career discussions are occurring than perhaps ever before in the company's history. I appreciate your patience and your willingness to work your way through some bumps in the road as we grow and develop and mature as a company. I acknowledge the validity of your feedback, and appreciate you sharing it, and would want to convey our sincere desire and effort to improve in the areas you've highlighted. Thank you again for your contributions to the company's mission. Best, Dan

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.