Page 3 - Graypvine February 2020

Company Updates

Gray Construction Gray is celebrating our 60 year

with Brian Jones anniversary in 2020! 60 years is
special. It is rare. It’s a milestone only
Chief Operating Officer reached when you have the right values,
purpose and people. Our special culture
and broad sense of family has given us the resolve to endure many good times
and many hard times over the years. We have built muscle and are prepared for
the next 60 years, but none of that will matter if we lose our way and abandon our values.
Our rate of change today versus in the early days of our company is at such a rapid pace it makes
it increasingly more important to operate with a people-centric, values-based perspective. Take a IT TAKES ALMOST
look at the sidebar on this page for a few metrics from Gray's 60 years. $9 TODAY TO BUY
So, as we look to the next 60 years, or even just the next decade, I'm certain that the only way to
grow and strengthen is to maintain a commitment to our core values and protect our special culture. WHAT COST
Our future depends on safe jobsites, satisfied customers and treating others the way we want to be
treated. Happy Anniversary! $1 IN 1960
V A L U E S
We put safety and quality of life first.
THE WORLD POPULATION 3
We are customer and relationship driven. HAS MORE THAN
We treat others the way we want to be treated. DOUBLED

West Region mirror, are you still on track? Did you set the typical
With our New Year’s resolutions in the rearview
with Bob Moore top three resolutions: eat right, exercise more and
President save more?
The fact is that goal setting – resolving to
do something – is an important practice in
our company culture. Research has found that setting strong goals boosts
performance by increasing effort, inducing focus and helping prioritization.
In our first quarter of the fiscal year, Gray West Region is well underway to meet our carefully IN THE 1960’S,
chosen goals. From a financial perspective, Sales and Backlog goals are ahead of where we were SEMICONDUCTOR CHIPS
last fiscal year. Timberwolff has a record backlog and Gray West is more than halfway to our Sales
goal. Our target markets and customers continue to invest to keep them ahead of their competitors, STORED 2,000 BITS
driving demand for our services. NOW WE CREATE
Most importantly, our people-driven cultural goals – focusing on the development of team
members through additional training, education and career path mapping opportunities – are moving 2.5 QUINTILLION
forward as planned. An overall team member engagement calendar for Gray West is now available BYTES OF DATA
to allow team members to schedule participation, view what’s coming up and coordinate team
building. Between Gray University and West Engagement, there are numerous opportunities to grow EACH DAY
personally in 2020. Sign up today!

Ohio Valley with some uncertainty and doubt due to the unique NEARLY HALF OF
There are projects where planning efforts begin
GRAY’S HISTORICAL
with Steve Renshaw nature of the work in front of you. Where past TOTAL FOR REVENUE
President experience and “Google It” expertise falls short of
providing that confidence to say “we got it.” The AND PROFIT
answer may be to transition the insurmountable HAS BEEN CREATED
project into a bunch of small projects that are better understood and conquered. IN THE LAST
We recently completed a uniquely challenging project with this method. The project was for
Amazon and included decommissioning a 250,000 s.f. warehouse that had 10+ of miles of a maze
of racking, conveyors, shelving, sprinkler pipe, decking and lights all built to sort and ship millions FIVE
of shoes and footwear per year. The workforce averaged 65+ workers for four months to detach,
disassemble, package and empty this warehouse.
The extraordinary part of this success story is there was not a single incident that required medical Y EARS
care. Not a cut, an abrasion ... not a single incident! Three principles of the Gray Safety 6 led to great
results. First, we saw early on that this project had blink-of-an-eye risks everywhere you looked and
would be vulnerable without a special effort. Second, daily planning with the front line workers was ALMOST HALF OF
critical so we built five-person teams with a leader on each team. They were dedicated to specific
tasks and stayed with it through the entire project. And lastly, communication … the full workforce OUR TEAM MEMBERS
met each morning before starting to refresh their plan and adapt to new conditions. Some donuts HAVE ONLY BEEN HERE
and goodies were often shared, and everyone engaged and communicated 100%.
Congratulations to Troy King, Truman Anderson and Mark Schentrup and a dedicated team of FOR TWO
workers for this big achievement!
Updates continued on next page Y EA RS