Copyright Reading Eagle
For information on submitting an obituary, please contact Reading Eagle by phone at 610-371-5018, or email at obituaries@readingeagle.com or fax at 610-371-5193. Most obituaries published in the Reading Eagle are submitted through funeral homes and cremation services, but we will accept submissions from families. Obituaries can be emailed to obituaries@readingeagle.com. In addition to the text of the obituary, any photographs that you wish to include can be attached to this email. Please put the text of the obituary in a Word document, a Google document or in the body of the email. The Reading Eagle also requires a way to verify the death, so please include either the phone number of the funeral home or cremation service that is in charge of the deceased's care or a photo of his/her death certificate. We also request that your full name, phone number and address are all included in this email. All payments by families must be made with a credit card. We will send a proof of the completed obituary before we require payment. The obituary cannot run, however, until we receive payment in full. Obituaries can be submitted for any future date, but they must be received no later than 3:00 p.m. the day prior to its running for it to be published. Please call the obituary desk, at 610-371-5018, for information on pricing. There is a growing tendency to focus on the youth-centric model of hiring as organizations evolve and industries embrace the digital age. Companies often favor younger employees, assuming they bring fresh energy, up-to-date technical skills, and adaptability. However, an increasing number of organizations are recognizing the unique and critical, yet often overlooked, value of seasoned employees who bring decades of experience and wisdom to the team. The truth is that the older workforce, individuals who are 65 and beyond, offers a wealth of knowledge, leadership, and stability that cannot easily be replaced by their younger counterparts. The impression that older workers are outdated or resistant to change is not only a stereotype, but also a missed opportunity. Seasoned workers are often better equipped to navigate complex situations, mentor emerging talent, and offer practical solutions grounded in years of hands-on experience. One key value that older employees bring to the workforce is their ability to provide historical perspective. They have weathered economic recessions, shifts in market trends, and organizational change, which gives them a resilience and problem-solving ability that younger employees may not yet possess. This depth of experience allows them to make informed decisions and foresee challenges that others might overlook. Seasoned staff also frequently excels in emotional intelligence, leadership, and communication, which are skills developed over time and crucial for creating collaborative, positive work environments. They are often more adept at conflict resolution and can mediate situations with a calm, measured approach, which can greatly benefit team dynamics and productivity. Furthermore, older personnel often bring a sense of loyalty and commitment that younger generations, with their serial employment tendencies, might lack. These older workers often have a proven track record of dedication to their craft and may stay in roles longer, providing a level of stability to an organization that is highly valuable in times of uncertainty. The older workforce can help bridge generational divides. Seasoned personnel working alongside younger employees can offer mentorship and guidance, while also learning from the new perspectives and technologies that younger generations bring. This symbiotic relationship fosters innovation and cross-generational understanding, which can be a powerful tool for companies looking to remain competitive in an ever-changing marketplace. It is vital for organizations to recognize the value of all generations within the workforce. Rejected or overlooked, the seasoned professional’s experience, leadership, and wisdom could be the key to future success in today’s complex and fast-changing business environment. Today’s anticipatory thinking business leaders should tap into and foster a culture where every generation can contribute, learn, and grow together, rather than discounting older candidates, Organizations that honor the experience of older workers do much more than just preserve the past. They empower the future; building workplaces defined by balance, resilience, and shared human potential. “A multigenerational workforce thrives when the experience of older workers is paired with the bold ideas of younger generations, creating a perfect synergy of innovation and wisdom.” — Source Unknown Glenn Ebersole is a registered professional engineer and Business Development Manager at PM Design Group, a nationally licensed A&E firm in West Chester, with 14 offices across the U.S. He can be contacted at gebersole@pmdginc.com or 717-575-8572.
