Not entirely unlike a dystopian novel - Anonymous employee Health Catalyst Employee Review

Thank you for sharing these thoughts. One of the reasons I personally read and respond to every review on Glassdoor, in addition to reading every free-form comment submitted in our semi-annual Gallup surveys to all team members, is because it helps me and it helps us as a leadership team stay more directly connected to the perspectives and experiences of team members at every level at Health Catalyst. This includes receiving feedback that has not been filtered through many layers of management, which does often happen in many organizations (including Health Catalyst). We have also included an ability on our intranet site to submit anonymous questions, and I read and respond to every question submitted. These channels often offer unfiltered, unvarnished feedback regarding situations on the ground that are real and important to understand. Reading and listening to this feedback also helps us recognize patterns in the feedback that reinforce the need to address an issue. Some of the feedback you have shared seems to fit with a pattern of feedback from these other sources regarding the importance of improving the skills and effectiveness of our managers at Health Catalyst. This was a theme in the most recent Gallup feedback, and led to us conducting a follow-up anonymous survey to team members, in April, to better assess their direct experience with their manager, as compared with the best manager in their career experience. We shared the survey results with all team members and discussed them as part of the April 20th 2018 All-Team-Member meeting, if you'd like to see the full results. On the one hand we were encouraged to see that 61% of team members rated their current manager an 8, 9 or 10 (with 10 representing the best manager of their career). On the other hand, we were concerned to see that 9% of team members rated their experience with their current manager a 1, 2 or 3. This feedback has resulted in our focus on developing additional training materials, mentoring time, and implementation of a 360-degree feedback mechanism, by the end of 2018, for every manager at Health Catalyst. As we collect this feedback, we will emphasize the principles and practices of the most effective managers. This includes the characteristics of servant-leadership and of humility, with increased importance within management of practicing these characteristics. Managers should encourage creative discussion and multiple perspectives when interfacing with members of their teams, rather than shutting down creative or opposing ideas. This is critical to our success as a company, that managers and leaders remain open to new ideas rather than becoming defensive or dismissive. It is an inappropriate and incorrect application of the characteristic of humility for a manager to expect blind obedience to his or her perspective from the team. Rather, effective managers need to be open to new ideas, careful listeners, and enable the best ideas to rise to the top and influence direction. We will emphasize this perspective in our next All-Team-Member meeting this Friday, and reinforce it in the next training meeting with managers. I want to thank you for caring about the mission of the company. I care about the mission as well. I hope you will stay with us, bring your best ideas, even if they are contrary to current practice, and we as a leadership team will work to reinforce and provide support to you to bring your creative ideas to your teams, and reinforce to our managers how critical it is for them to listen carefully to your ideas, to be open and not defensive, all in support of the mission of the company. Thanks again for sharing this perspective. Best, Dan