Reynolds and Reynolds Reviews

Pros

They pay on time usually.

Cons

The management, all the way up to the owner.

Advice to Senior Management

Try reading a book sometime.

Pros

After the hostel takeover of the Reynolds and Reynolds Company by UCS...the perks diminished.

Cons

Mandatory BMI and Cholesterol checks by Reynolds. Monitoring employee driving records on employees not using company vehicles. Employees can no longer apply for positions they desire because management takes the decision away. No smoking ban on employees on grounds, but alcoholic beverages have been provided and consumed on company grounds...how ludicrous is that!

Advice to Senior Management

Why doesn't the leadership just admit they are moving the headquarters to Houston, TX. I expect it to be an announced in 2011.

Pros

I found it to be a great experience. Opportunities to grow and learn new things are there. Very team oriented environment.

Cons

there is no training for their employees.Really there isn't other cons. great people to work with. i enjoyed my stay,.

Advice to Senior Management

hard working team of people. smart and easy to get along with. very smart and creative group and helpful and there when you need them

Pros

It is a great first job. Reynolds loves freshly-minted fledglings just taking flight out of college, especially because they can pay entry-level wages and they help transition from the prior corporate culture and replace it with the new UCS culture (easier with those who never knew the "old Reynolds"). A good environment to start your career. Benefits for the most part are on par with other companies this size, the facility is fantastic, and it is an established company with an industry-leading reputation - that definitely helps polish up the resume.

Department-specific, one of the best decisions Bob made after the merger was to bring quality back in-house. I was trained via "reverse outsouring" by associates from India. Quality was involved early in the SDLC, relatively speaking.

On-site training university and certification process contributes to continuous knowledge transfer, giving associates a chance to make themselves more marketable to theirs and other departments when the inevitable downsizing takes place.

Cons

With that desire for "fresh meat" from college comes the fact that they consider most (if not everyone) readily replaceable. This fact has been made poignantly clear with the involuntary departure of several "old Reynolds" individuals across departments, which prompted a mass exodus soon after the merger and well into the following years.

Benefits, particularly vacation/sick time and the trial period before earning benefits have been modified laughably, since they are a major turn-off as written. In a market where jobs can be hard to come by, many will accept whatever they get, but if the market became more competitive, these will be a steaming turn on an otherwise fairly well kept lawn.

The focus on quality assurance is vastly different in UCS than I'm familiar with from other companies, or even "old Reynolds" for that matter. Code goes from development practically to pilot, with the call center employees conducting some ad-hoc testing, most often without test cases. As such, the QA department is being slowly "outsourced from within", their responsibilities being delegated to other departments, development, and the call center. Quality Analysts will all either be transferred to the call center (which is actually the entry level positon for QA) or released.

Advice to Senior Management

The paranoia and uncertainty that persists after the merger isn't just affecting the "old Reynolds" members that remain. It permeates throughout the company. Talented people are leaving of their own volition in droves, and in a better market, people who might choose Reynolds will likely look elsewhere.

If you want to retain/attract them, you need to give them more of an incentive.

Pros

Hardwork is rewarded and technology is best in industry for car dealers to run their busines effectively. Company is very financially stable and loyal to hardworking employees.

Cons

Company culture can be very black and white.

Advice to Senior Management

spend more time in dealerships to maintain an understanding of what the customer is dealing with day to day.

Pros

it's a job. it's better than McDonalds...half the time.

Cons

the healthcare sucks, the pay sucks, the job sucks.

Advice to Senior Management

Stop treating your employees like babies

Pros

401k match up to 6 percent.

Most employees are great to work with.

Payroll and expense reimbursement come through in a timely fashion.

Cons

Every new software release bogs down the system, breaks things that used to work and generally aggravates the customers for no apparent reason. Customers are leaving in droves. Especially long term customers that have been converted from happy customers to totally aggravated customers.

Internal policies are more and more intrusive, first it was annual drug tests next year they are adding nicotine testing to the drug testing. You have to "volunteer" to give a blood sample so your cholesterol, sugar, lipids etc... can be analyzed or you are denied health insurance.

Everyone is monitored and micromanaged. Field people including sales, hardware and support personnel have to call a in and out of very stop. Salespeople are angry and demoralized.

Advice to Senior Management

Sell the company and retire! The 50's are over deal with it.

Pros

Nice place to work at

Cons

Everyone wants to control you

Advice to Senior Management

chill out

Pros

A good place to start off.

Cons

Not too much room for professional growth, salaries are lower than one would expect.

Advice to Senior Management

Don't poop where you eat!!

Pros

Company car. 401(k) match to 6%. Most co-workers are very friendly and supportive.

Cons

They recently instituted a policy by which ALL sales positions had their salary's cut by $24,000! There are now some employees making as little as $11,000/yr salary. You can make this up over the year by making "qualifying calls" at customer locations but given the additional responsibilities you are required to complete outside of customer visits this is unrealistic. I routinely work over 65 hours per week and am asked on a regular basis to be "more committed." Compensations plans have been restructured as well, equating to significantly lower earnings than previous years. Bob is looking to reduce the sales staff in response to the large number of customers leaving as soon as they can. They are also more than willing to sue both customers and employees if they see fit.

Advice to Senior Management

RETIRE. Soon, or at least sell the old Reynolds & Reynolds and crawl back into the unholy place you came from. You have ruined a once great company.