Introduction
Most moving companies are built with growth in mind.
Very few are built with longevity in mind.
Reaching five years in business is an achievement. Reaching ten years is rare. Reaching fifty years is exceptional. But reaching 103 years of continuous operation places a moving company into an entirely different category.
In this episode of the Movified Podcast, host Mark Hirschi sat down with Bill and Clare O’Donnell of King’s Transfer, a fourth-generation moving company that has been serving Canadians for over a century. Founded in 1922, King’s Transfer has survived economic depressions, world wars, labor shifts, political change, technological revolutions, and massive transformations within the moving industry itself.
Their story offers one of the clearest real-world examples of generational moving company success—not as a theory, but as lived experience across 103 years.
This article is written for moving company owners, franchisees, and industry professionals who want to build businesses that endure, adapt, and remain relevant long after the founder steps away.
Key Takeaways
What You’ll Learn:
- Why 103 years of history proves that culture matters more than growth tactics
- How generational moving company success is preserved through discipline and values
- What long-distance moving reveals about leadership, labor, and trust
- Why separating family life from business is essential for multi-generation continuity
Table of Contents
- What 103 Years of Moving History Really Means
- How Generational Moving Company Success Is Passed Down
- Culture as the Backbone of a Century-Old Company
- Long-Distance Moving and the Evolution of the Industry
- Labor, Leadership, and the Changing Workforce
- Managing Customer Expectations in a Modern World
- Why Movified Preserves These Industry Stories
What 103 Years of Moving History Really Means
A company does not survive for 103 years by accident.
King’s Transfer began in a time when moving meant horses, carts, and manual labor. There were no contracts, no CRMs, no automated billing systems. Reputation was everything. If a mover failed a customer, the entire community knew.
That environment forged a culture of accountability.
Bill O’Donnell explained that his grandfather did not start King’s Transfer as a “business opportunity.” It was a way to survive. Cartage work—moving hay, ice, furniture, and goods—was essential infrastructure. Over time, that survival work evolved into a professional service.
As decades passed, King’s Transfer adapted:
- From horses to trucks
- From local cartage to long-distance relocations
- From residential moves to corporate and institutional work
- From independent operations to van line affiliation
Yet the core principle never changed: serve the customer properly.
This is the essence of generational moving company success. Systems evolve. Values endure.
How Generational Moving Company Success Is Passed Down
One of the most misunderstood aspects of generational businesses is succession.
Many assume the next generation simply “inherits” the company. In reality, most successful generational movers create choice, not obligation.
Bill was intentional about this. He witnessed firsthand how bringing business stress home can burn out families and poison succession. As a result, he made a disciplined decision to separate work from home life.
That decision mattered.
Clare shared that growing up, the business was present—but not overwhelming. Dinner tables were not battlegrounds for operational issues. Home remained home.
This created three critical outcomes:
- The next generation did not resent the business
- Family relationships remained intact
- Leadership interest developed naturally
Generational moving company success depends on healthy transitions, not forced ones.
Culture as the Backbone of a Century-Old Company
Marketing changes every decade.
Culture is what lasts a century.
Over 103 years, King’s Transfer did not rely on flashy branding to dominate its market. Instead, it relied on consistency. In Montreal, the name “King’s Transfer” became synonymous with reliability.
Clare explained that growing up, radio ads and word-of-mouth made King’s a household name. Today, her focus is bringing that brand recognition into modern marketing channels—without losing the company’s identity.
Strong culture impacts:
- Employee loyalty
- Customer trust
- Leadership continuity
For moving company owners, this means culture must be intentional, not accidental. Every interaction—from the first phone call to final delivery—reinforces or erodes that culture.
Long-Distance Moving and the Evolution of the Industry
Long-distance moving has always been a stress test for operations.
During major political and economic shifts in Quebec, thousands of people and businesses relocated to Ontario. King’s Transfer became a trusted partner in those transitions. At one point, they were dispatching multiple trucks daily between Montreal and Toronto.
That scale required:
- Exceptional logistics coordination
- Trusted drivers
- Clear communication with customers
However, Bill emphasized that long-distance moving today looks very different.
Modern challenges include:
- Rising housing costs reducing move size
- Younger workers unwilling to travel for weeks
- Increased customer urgency with less preparation
This evolution forces moving companies to adapt—not abandon—long-distance work.
Labor, Leadership, and the Changing Workforce
One of the most honest parts of the conversation focused on labor.
The moving industry once relied on informal apprenticeship systems. Young workers learned from experienced veterans over many years. That system quietly built skill, pride, and loyalty.
Today, that pipeline is largely gone.
Bill identified the core challenge clearly: good people are harder to find—and harder to keep.
Modern realities include:
- Shorter employee tenures
- Fewer experienced drivers
- Increased training demands
The answer is not automation alone. It is leadership.
Companies that survive multiple generations:
- Hire for attitude first
- Invest in training and mentorship
- Treat employees with respect
As Bill stated plainly, if you do not have good people, the business cannot work—regardless of systems or scale.
Managing Customer Expectations in a Modern World
Another major shift highlighted in the episode is customer behavior.
Today’s customers expect speed. Many contact movers days before major relocations, assuming it can be done instantly. Bill referred to this as the “Amazon mindset.”
This creates tension:
- Unrealistic timelines
- Poor planning
- Increased stress for crews
King’s Transfer addresses this through education and communication.
Effective movers:
- Encourage early planning
- Help clients declutter
- Clearly explain timelines and logistics
Respect flows both ways. When customers respect the process and the people performing the work, outcomes improve dramatically.
Why Movified Preserves These Industry Stories
Movified exists to document the knowledge that textbooks miss.
Hosted by Mark Hirschi, owner of Salmon’s Moving & Storage—another company with over a century of history—Movified brings together movers who have lived the industry, not just studied it.
Movified’s value lies in:
- Honest conversations
- Proven experience
- Lessons earned through decades of work
By sharing stories like that of Bill and Clare O’Donnell of King’s Transfer, Movified helps ensure the next generation of movers does not have to relearn the same lessons the hard way.
Conclusion
Generational moving company success is not built on shortcuts.
It is built on patience, discipline, respect, and people.
King’s Transfer’s 103-year history proves that longevity is still possible in the moving industry—when culture and customer service remain the foundation.
For today’s moving company owners, the lesson is clear: build for the long term, protect your people, and never lose sight of why the business exists.
“You don’t work for the owner. You work for the customer.” — Bill O’Donnell
