Health Catalyst

4,0

22 ott 2019

Consiglia

Gradimento del CEO

Pronostico commerciale

Vantaggi

Working at Health Catalyst has been a highlight of my career, but it also kind of breaks my heart. Let me explain. When I evaluate a workplace, there are a few important questions that I ask myself. Does my work make a difference? Do I feel valued? Am I compensated fairly? Is there opportunity for advancement? To three of those questions I can provide a confident “yes,” and even the remaining one isn’t a “no,” but rather an “it depends.” First, does my work make a difference? Absolutely. I am passionate about quality healthcare, and I feel like my personal mission and the mission of the company are well aligned. Every day I can see how my work provides improvement to both patients and providers. It’s incredibly satisfying and one of the biggest reasons why I love going to work every day. Second, do I feel valued? Again, absolutely. I’ve worked for too many companies where loyalty was expected of the employees but was rarely reciprocated by senior management. There is always a power imbalance between leadership and team members, and at previous jobs management deftly wielded that imbalance to their benefit and the detriment of others. Thankfully, I’ve never felt anything remotely like that at Health Catalyst. Dan and the other leaders have created a culture of respect toward employees. I get the impression that they know we are more than just human capital, that we have priorities in addition to those we have at work, and that that is not only OK, but encouraged. In short, I’ve never felt less intimidated by leadership, and conversely, I’ve never felt as much respect for leadership. That respect makes me come to work and give my best. It baffles me that more companies don’t use this approach. Is there opportunity for advancement? At the risk of sounding like a broken record, absolutely. I know some feel differently, but I’ve always been supported by my supervisors in my desire to advance. I’ve never felt like someone was holding me back simply to feed their own ego or sense of self-importance. Your mileage may vary, as this is very dependent on who your manager is, but I do think Health Catalyst has created a practical framework for advancement. Possibly most importantly in this area, I’ve seen a level of humility from leadership in acknowledging ways in which the playing field isn’t level for all employees. This humility has already led to some changes and most likely more in the future. The system isn’t perfect, but I do feel like there is a good faith effort to make it so.

Svantaggi

Finally, the con. Am I compensated fairly? Well, it depends. If you live in Salt Lake City or areas where the cost of living is similar, then I’d say, once again, absolutely. However, if you live in an area where the cost of living is higher, as I do, then the answer really depends on what the cost of living differential is, how many incomes your household has, etc. Some internal commenters have stated, to bluntly paraphrase, “you’ve decided to live where you live and Health Catalyst is not obligated to spare you the consequences of your decision.” Those commenters do have a point, I did choose to live where I live, just as I’m sure they chose where they live. But I wonder if the second part of their argument misses a larger point. Paying wages that are adjusted to the locale of the employee is about being competitive, rather than fueling entitlement. It would seem to me that if Health Catalyst wants to compete for great talent, regardless of where it is found, then they should adjust salaries to match location. If they just want to recruit the best people in areas with similar costs of living to SLC, then I think they’re doing a good job. I don’t know what the priority is. I sure wish I did. Taking this job seemed like a wonderful opportunity. I’d be able to work at a company whose goals matched my own, while the generous remote work policy (it’s an option for almost all the positions I’ve seen listed) would allow us to stay near family. I figured that an increase in job satisfaction would overcome the differential in pay. Sadly, I’m beginning to think that calculation may have been in error. Job satisfaction is high, but financial stress is beginning to eclipse it.

Risposta di Health Catalyst

Thank you very much for sharing your detailed review and perspective. I appreciate it, and find it resonant, both in terms of the positive experiences you shared, and in terms of the specific gap that you identified around us not yet having a geographic differential incorporated into the salary ranges we have established. This has been an issue we've been aware of for some time, and have had on our list of items we would like to improve, but were not able to include it among the additions for the 2019 planning process. We were able to add a series of benefits that we could fit within our financially sustainable framework for 2019, including one item that will benefit team members in high-cost-of-living areas at likely a more-frequent level than other team members, related to the 1.5% annual increase that will occur in January 2020 for team members who are currently at or above the 75th percentile salary range for their position. This is more likely to be the case for team members in higher cost of living areas. We have another proposal on our list for consideration as part of the 2020 planning cycle, which would, in effect, offer an increase to the salary ranges, by approximately 20%, for team members in cost-of-living areas that are greater than 120% of the cost of living of the Salt Lake City area. This change, if we can fit it into the 2020 plan, would take effect with the annual salary increase cycle that will occur in January 2021. I'm hopeful we can incorporate this into our 2020 plan, while also staying within our financial sustainability framework for the year. We'll discuss this in tomorrow's all-team-member meeting, and keep team members apprised of what we're able to include in the approved plan for 2020. As we've discussed before, we have to "earn the right" to add benefits to team members, through strong sustained performance, and we are delighted to add benefits as this occurs. Thank you for your direct contributions to this performance, and thank you for your patience as we work to improve in this important area. Best, Dan

A career highlight... that kind of breaks my heart - Recensione dipendente - Analytics Engineer presso Health Catalyst

Esplora altre recensioni su Health Catalyst

Aziende seguite

Ricerche di lavoro