Page 4 - Graypvine July 2022

Daryl McCane, Assistant Project Manager at Gray, culture initiatives that strengthen our team members
openly shared his experience with me about leaving
Gray in August 2021. Daryl was not looking for a
new job – like some of you have experienced, he
was contacted by a recruiter who offered a package
he couldn’t ignore. Daryl came back to Gray for
many reasons, but the main reason was based in
how Gray cares for team members. “Gray is willing
to invest in me. Gray has spent their time and
money to help me further my education. Knowing
people want to invest in you is important and makes
you feel how committed they are to you and your
long-term success.” Daryl recently told his story at
4 our June Combined Staff Meeting.
Like I mentioned above, I also wanted to know
why team members choose to stay at Gray. As you
know, I’ve been with Gray for 21 years, and I’ve
stayed because the people of Gray are like a family.
It’s important to me that we continue to protect the
special culture we have here at Gray, especially as
we continue to grow – and I am thankful to have
always had the opportunity to help shape and
keep this culture alive. Some other team members
have shared their thoughts on why they’ve stayed
at Gray, too. Taylor Bowling, Project Manager in
the Southeast Office, who has been with Gray for
six years – summed it up nicely. “Gray has never
felt like just a company to me but something way
more special than that. Gray is a group of people
with various backgrounds, experiences, and talents
tied together with a focused commitment to each
other’s success.”
As I reflect on these comments from our Gray
team members, I’m reminded that the reason team
members stay with us is because we continue
to put our people FIRST. We realized that, when
we hit our growth surge, we had some room for
improving our culture. As a result, we made a
company goal dedicated to enhancing our culture
with a focus on servant leadership and cohesive
teams while continuing to maintain existing caring
and their families. You’ll hear more about what the
culture team has done in the last 6 months to make
improvements. What’s clear is this—we value our
team members and want to make sure that each
of you feel this value. It’s because of you that we’re
able to do what we do each day, and we don’t take
that lightly. GO, TEAM GRAY!!
Central Business Unit
with Steve Summers
Executive Vice President
Gray has been working on several key projects
in the past few months including Owens Corning,
Marzetti, and multiple Amazon projects.
In March, Gray turned over the maintenance area
and basement to Owens Corning for their process
installer to begin fabricating tanks. Gray’s team was
able to achieve this milestone three weeks ahead
of schedule. The building structures are dried in,
all of the process foundations and slabs on grade
are completed. Office finishes (ceilings, flooring,
paint, etc.) are ongoing and will be completed by
the end of June. Gray is awaiting utilities from the
City to provide Owens Corning with a Certificate
of Occupancy; the current projection is August 7,
2022.
The Marzetti Dressing Plant Expansion located in
Horse Cave, Kentucky is progressing well since the
last update. The office completion and turnover is
scheduled for the end of June. The packaging and
production areas are enclosed and substantially
dried in. Installation of process tanks, piping and
electrical work continues. The majority of the
packaging equipment has been set while electrical
and piping connection work continues. Walkable
ceiling in the process area is complete except for
a section left out for equipment and piping access,
and building MEP work continues. Excavation at