Education: Bachelor’s degree in psychology and business, Stonehill College, Easton, Mass.
Reynolds on his legacy: People ask me what’s my legacy? It’s the people. We have a better process for hiring people, developing people, retaining people and for succession planning.
That was my goal from day one. We’re an employee-owned company and it’s all about the people. You can say that. You have to demonstrate it, though. I think we’ve demonstrated it. We invest an awful lot in our people.
They have a sense of where the company is going. And when you have good succession planning, they also have a good sense of where they are going and the potential for them, which certainly helps to retain people, as well.
Reynolds on avoiding complacency: There’s a process that’s put in place. It says, ‘These are the expectations.’ Then you’re looking at each piece of those expectations and saying, ‘Are we achieving it?’ or ‘Why aren’t we achieving it?’ It’s painful and it’s time consuming. Everybody on my staff has pieces of the strategy and they all report on them on a monthly basis.
They talk about the specifics of where we are and why we’re where we are and what we need to change and what we need to stick with. It’s consistency.
The goal is we want to grow the company profitably. We want to grow ahead of the market. If the market is ahead of where we are, then something is wrong. Certainly, complacency can set in. But you try not to let that happen. That’s my job to make sure we’re achieving the goals.