Why Movers (or other service providers you use) Should Have Fun

In companies where employees are responsible for the care and satisfaction of customers, it's logical that happy workers equates to happy customers and a successful business. Would you ever want an disgruntled, unhappy, or otherwise disengaged service provider doing important work in your home? I wouldn't. At minimum, you run the risk of having a person who isn't going to do the best possible job they know how. At worst, they could take out their deep seeded frustrations on your home or your belongings, even in ways that might be unvisible to you (would you know how to judge good electrical wiring, plumging, or whether your mover wrapped and lifted your furniture "correctly"). You have to depend on the person doing the work to use their own judgement and discipline to do right by you.

That's why it helps to know something about a company's workplace and whether people are happy, loyal, well paid, well trained, and intellectually challenged. If they are, you're more likely to get good services. I am of course extremely proud of the great people and culture at Gentle Giant, which has led the company to win recognition as a Top Small Workplace and a Best Place to Work. I think the reasons we won those awards are the same reason we've received so many "Best of" awards. WE HAVE FUN, even while we're working. What made me think of this is the fact that I'm helping organize the company's annual summer party, where it's all about getting together to relax and have a good time and bond over good food, games, laughs, and doing a whole lot of well-deserved-nothing together. That camaraderie matters on the job and off the job and creates a positive feeling for our company, coworkers, and the custoemrs who hire us and allow us to have these great experiences working and playing together.

But what if you're not hiring a mover? Or what if you happen not to live in an area where you can hire Gentle Giant for your move? Talk to the people who answer the phone and guage how long they've worked there. See if the president or owner of the company has his own face on the company's website. Ask for references from other people who have used a company. Were the employees friendly? Did they seem like they'd worked there long enough to really know what they were talking about?

My philosophy is this: Treat your people well, and they'll treat your customers well. And hopefully those well-treated, happy employees will stick around long enough to pass those cultural values to the next generation of employees that you hire, so you can build and maintain your reputation for excellence, decade after decade.