Glad to have an LGBT group at the company - Anonymous employee Health Catalyst Employee Review

Thanks very much for sharing this perspective in your review. I'm also glad we have supported the creation of affinity groups like the LGBTQA group and other affinity groups. I felt like I really benefited from attending the most recent LGBTQA affinity group meeting, and found the perspectives shared were really important for me to understand. We talk quite a bit about our cultural attributes (as you know -- sometimes I likely sound like a broken record at ATM meetings). When we do, we emphasize that we want every team member to be smart, hard-working and humble, with humility representing the most important of the three attributes, because humble people are also great listeners and learners, and humble people respect others and value their thoughts and perspectives. These elements are foundationally connected to valuing differences and embracing diversity. We as a leadership team feel a deep desire and have a strong commitment to work every day to enable every team member to feel cared for, loved, respected and treated as a colleague and as someone whose ideas are worth listening to and learning from. I'm grateful to hear that you feel this way, and we'll keep working to keep it that way. I also appreciate your feedback regarding the disruption of switching projects and assignments. I know that your experience has been felt by many others, particularly after last summer's reorganization. This is a topic we're studying as a leadership team, and a topic that is multi-faceted. We launched an anonymous survey last Friday to all team members, soliciting your feedback on your experience with your manager(s) at Health Catalyst as compared with your experience with the best manager in your career. That is one facet of this challenge. Another facet that we'll be collecting more data on, through the next anonymous survey we'll launch to team members in a week or so, will help us better understand how we can improve in the area of every team member "knowing what is expected of them at work" (one of the Gallup engagement questions). I would hypothesize that your experience having to change projects after six months negatively effected your understanding of what's expected, and could also decrease your ability to do your best work as part of a high-functioning team. I would invite you to participate in both of these surveys. I will read and re-read every response, and we will devote significant time as a leadership team internalizing the feedback and then implementing changes that can help us improve. At the same time, because of the company's pace of growth and expansion in a dynamic market, this growth and expansion also accelerates the need for us to make adjustments and changes and to evolve to scale with the growth. So some of the changes may be unavoidable, but whenever we can enable continuity, we should strive to do so. Also, feel free to reach out to me or to Linda (our Chief People Officer) directly if you'd like to share more about your experience. Thanks again for sharing your feedback, and for your contributions to the company's success. Best, Dan