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New York Best Places to Work Roadshow | Health Catalyst

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New York Best Places to Work Roadshow | Health Catalyst

  1. 1. © 2015 Health Catalyst www.healthcatalyst.comProprietary and Confidential Culture and Engagement: the New Success Imperative Confessions of a Recovering Skeptic…
  2. 2. © 2015 Health Catalyst www.healthcatalyst.comProprietary and Confidential My Journey… Chief Financial Officer… …Chief People Officer 2011 - 2015 103% 114% 2
  3. 3. © 2015 Health Catalyst www.healthcatalyst.comProprietary and Confidential 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
  4. 4. © 2015 Health Catalyst www.healthcatalyst.comProprietary and Confidential First thing: Business success today requires a strong and enduring culture to complement other differentiating factors such as product, market position, timing, etc. 4
  5. 5. © 2015 Health Catalyst www.healthcatalyst.comProprietary and Confidential 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” 5 -- Simon Sinek
  6. 6. © 2015 Health Catalyst www.healthcatalyst.comProprietary and Confidential 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? 6
  7. 7. © 2015 Health Catalyst www.healthcatalyst.comProprietary and Confidential Outcomes Improvement We measure our success in patient lives saved or improved by our partner organizations. It’s why we do what we do 7
  8. 8. © 2015 Health Catalyst www.healthcatalyst.comProprietary and Confidential 8 …lives saved from sepsis, in… …days.
  9. 9. © 2015 Health Catalyst www.healthcatalyst.comProprietary and Confidential Smart Cultural Attributes Humble Hardworking 9
  10. 10. © 2015 Health Catalyst www.healthcatalyst.comProprietary and Confidential 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 10
  11. 11. © 2015 Health Catalyst www.healthcatalyst.comProprietary and Confidential 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 11
  12. 12. © 2015 Health Catalyst www.healthcatalyst.comProprietary and Confidential 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 12
  13. 13. © 2015 Health Catalyst www.healthcatalyst.comProprietary and Confidential Does Culture Drive Financial Results? Revenue growth… Employment growth… Stock price growth… Net Income growth… 13 John Kotter and James Heskitt – Culture and Performance
  14. 14. © 2015 Health Catalyst www.healthcatalyst.comProprietary and Confidential Second thing: The changing workforce requires new attitudes and practices to effectively engage prospective team members. 14
  15. 15. © 2015 Health Catalyst www.healthcatalyst.comProprietary and Confidential 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 15
  16. 16. © 2015 Health Catalyst www.healthcatalyst.comProprietary and Confidential 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.” 16 The Intelligence Group - 2014
  17. 17. © 2015 Health Catalyst www.healthcatalyst.comProprietary 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
  18. 18. © 2015 Health Catalyst www.healthcatalyst.comProprietary and Confidential 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… 18 Temkin Group 2015
  19. 19. © 2015 Health Catalyst www.healthcatalyst.comProprietary and Confidential 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.
  20. 20. © 2015 Health Catalyst www.healthcatalyst.comProprietary and Confidential Team members engage each other 20
  21. 21. © 2015 Health Catalyst www.healthcatalyst.comProprietary and Confidential Team Members Self-Motivate 21 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
  22. 22. © 2015 Health Catalyst www.healthcatalyst.comProprietary and Confidential “When your team members love what they do, so will your customers…” -Simon Sinek 22 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 ContractBookings,millions <$10 million: >$160 million:
  23. 23. © 2015 Health Catalyst www.healthcatalyst.comProprietary and Confidential “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.” 23 -- Simon Sinek
  24. 24. © 2015 Health Catalyst www.healthcatalyst.comProprietary and Confidential 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

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