Here are some angles to consider when explaining this decision. We also recommend that you handle and express it carefully to avoid causing concerns about unfairness or discrimination among employees and the outside world: 1. Emphasize strategic and long-term planning • When companies make personnel transfers, they usually consider future development directions, market competition, and business transformation. Explain that the decision to retain some young employees is mainly based on the strategic arrangement of "talent echelon" construction, with the aim of cultivating core strength for the company's continuous innovation and long-term development. • It can be mentioned that young employees usually have strong learning ability, the potential to adapt to new technologies and accept new ideas, which is of practical significance for companies in a market environment with fierce competition and continuous technological updates. 2. Highlight the necessity of cultivating and reserving talents • By retaining some young employees, the company hopes to build a team with vitality and enterprising spirit, thereby realizing the transformation from a "short-term emergency" to a "long-term reserve" talent team. • In addition, the company may also make plans to strengthen internal training, cross-position rotation, and knowledge inheritance, so as to give full play to the positive innovation ability of young people and allow them to continue to grow in the experience inheritance. 3. Mention the need to adapt to changes in the industry and market • Currently, many industries are facing the challenges of technological change and market restructuring. Young employees’ advantages in digitalization, flexibility and new thinking are believed to be able to adapt and promote changes in this area faster. • The leadership believes that in the process of industry transformation and upgrading, adaptability and flexibility have become one of the key competitive advantages, so it is necessary to inject new vitality into some key positions. 4. Pay attention to balance and inclusiveness • When explaining, it is recommended to emphasize that this decision is based on the overall strategic needs of the company and does not represent a denial of the capabilities of employees of other age groups. It can be explained that the company also values experience and stability, and will give full play to the advantages and wisdom of old employees in other positions or business links. • Emphasize that multiple factors have been comprehensively considered in the decision-making process, and corresponding supplementary measures have been formulated to ensure that the company can give full play to the role of various types of talents at different stages. 5. Advance communication and policy explanation • It is recommended to cooperate with clear policy documents and future development plans when explaining to the outside world, so that employees can understand the rational considerations behind the decision and convey the company’s emphasis on and fair treatment of talents at all levels. • If possible, arrange special briefings or communication channels to answer employees’ questions and alleviate possible psychological gaps. Finally, it is important to note that: • Depending on the laws and regulations of different regions, job retention measures based on age may cause legal and human resources issues. During the interpretation and subsequent implementation process, it is recommended to fully discuss with the HR and legal departments to ensure that the policy meets both strategic needs and legal compliance requirements. • When conveying the message, the decision-making basis should be described as "a comprehensive result based on multiple considerations such as business development needs and future talent planning" as much as possible, rather than a single age standard, so as not to be interpreted as unfair treatment of a specific group. Through the above perspectives, you can explain this decision more rationally and comprehensively, and at the same time show that the company will continue to pay attention to the development of various types of talents and fair incentive mechanisms in the future.