new york best places to work roadshow | health catalyst

© 2015 Health Catalyst www.healthcatalyst.com Proprietary and Confidential

Culture and

Engagement: the New Success

Imperative Confessions of a

Recovering Skeptic…


My Journey… Chief Financial Officer…

…Chief People Officer

2011 - 2015

103% 114%

2


Three things…

Business success today requires a strong and enduring culture to complement other differentiating factors such as product, market

position, timing, etc.

The changing workforce requires new attitudes and practices to effectively engage prospective team members.

Health Catalyst culture and team member engagement have been at least as important to our success as an organization

thus far as any other factor.

3


First thing:

Business success today requires a strong and enduring culture

to complement other differentiating factors such as product, market position, timing, etc.

4


What is your Why?

“People don't buy what you do; they buy why you do it. AAnd what you do simply

proves what you believe”

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-- Simon Sinek


Health Catalyst Mission

Build a great firm

Be the recognized leader in data warehousing, analytics, and outcomes improvement

Transform healthcare

Is everything on my priority list each day contributing to at least one of these objectives?

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Outcomes Improvement

We measure our success in

patient lives saved or improved

by our partner organizations.

It’s why we do what we do

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© 2015 Health Catalyst www.healthcatalyst.com Proprietary and Confidential 8

…lives saved from sepsis, in…

…days.


Smart

Cultural Attributes

Humble Hardworking

9


Smart

I love to learn and I am a lifelong student

I strive to master new skills quickly with limited direction

I actively discover and pursue innovative solutions

I fail fast, recognize my mistakes and correct them quickly

Smart

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Hardworking

I make personal sacrifices, as needed, to get the job done

I pace myself to avoid burnout (this is a marathon not a sprint)

I stick to the task until the job is completed, then take on new work

I am willing to contribute more than my fair share to a project

I recognize that not every part of my job will be fun

Hardworking

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Humble I am grateful for what I have

I serve others without looking for recognition

I recognize that good ideas can come from anyone

I assume positive intent

I am open to and respond favorably to feedback and coaching

I am secure in my own abilities (humble self-confidence)

I seek to improve myself before trying to improve others

I ask for help when I need it (its ok to raise the white flag)

I am excited when others succeed and offer sincere praise

I put the success of the company above my own self-promotion

Humble

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Does Culture Drive Financial Results?

Revenue growth…

Employment growth…

Stock price growth…

Net Income growth…

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John Kotter and James Heskitt – Culture and Performance


Second thing:

The changing workforce requires new attitudes and practices to effectively

engage prospective team members.

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How to engage team members?

25%

30%

35%

40%

45%

50%

55%

60%

65%

70%

0

50

100

150

200

250

300

350

400

450

500

550

2011 2012 2013 2014 2015 2016

Total Team Members Millenials

26% 26% 27%

35%

39% 40%

0

50

100

150

200

250

300

350

400

450

500

550

2011 2012 2013 2014 2015 2016

Total Team Members Millenials

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Millennials By 2020, a full 86 million Millennials will be in the workplace—representing a full 40% of the total working population.

How do Millennials say they like to work?

“It’s a priority for me to make the world a better place.”

“I want a boss to serve more as a coach or mentor.”

“I want “work-life integration,” which isn’t the same as work-life balance.”

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The Intelligence Group - 2014

© 2015 Health Catalyst www.healthcatalyst.com Proprietary and Confidential 17

“Today’s organizations live in the Glassdoor era. Every corporate decision is

immediately publicly exposed and debated. Once-private issues are are now posted

online for every employee--and every potential employee--to read. An organizations

culture—which can be loosely defined as “the way things work around here”—is

increasingly visible for all the world to see… an organization’s culture cam become a

key competitive advantage,or its Achilles’ heel.

Culture and engagement are now business issues... and there’s no place for

organizations to hide.”

Global Human Capital Trends 2015, Deloitte University Press


Does Engagement Drive Team Member Results?

With strong engagement, your team members are more likely to:

Stay at work late if something needs to be done after the normal workday ends…

Help someone at work even if they don’t ask for help…

Do something good for the company that is not expected of them…

Recommend that a friend or relative apply for a job at their company…

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Temkin Group 2015


Third thing:

Health Catalyst culture and team member engagement have been at least as important to our success

as an organization thus far as any other factor.


Team members engage each other

20 20


Team Members Self-Motivate

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Before joining Health Catalyst, my body had been on a long slow road of neglect and degrada9on over the space of about 10 years… ...it was to the point where I could not 9e my shoes without geBng red in the face from held breath and strain…

Health Catalyst's Get Fit Stay Fit challenges have added some much-‐needed fun and accountability to the mix… at the start of the Q4 Get Fit Stay Fit challenge un9l today, it has been over a year since I made that commitment… My quality of life, or at least my enjoyment of life, has been increased exponen9ally just by doing ONE ac9ve thing per day, every single day and by making it fun…

Get Fit Stay Fit Mobile App

85% participation


“When your team members love what they do, so will your customers…” -Simon Sinek

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Contract Bookings and Customer Growth

0

5

10

15

20

25

30

35

40

2011 2012 2013 2014 2015 Contract Bookings Number of Customers at YE

Con

trac

t Boo

king

s, m

illio

ns

<$10 million:

>$160 million:


“If you hire people just because they can do a job, they’ll work for your money. But if you hire people who believe what

you believe, they’ll work for you with blood and sweat and tears.”

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-- Simon Sinek


Three things… Business success today requires a strong and enduring culture

to complement other differentiating factors such as product, market position, timing, etc.

The changing workforce requires new attitudes and practices to effectively engage prospective team members.

Health Catalyst culture and team member engagement have been at least as important to our success as an organization thus

far as any other differentiating factor.

24

new york best places to work roadshow | health catalyst

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