# Suggestions on the adjustment of the internal promotion mechanism It is recommended that you avoid directly using age as the promotion criterion when formulating and communicating promotion policies. This may be regarded as age discrimination and violate labor regulations in many regions. ##A more appropriate expression You can consider the following directions to adjust the content of the notification： 1. **Emphasize competence and potential orientation**: "The company will give priority to employees who demonstrate outstanding potential and innovative thinking, regardless of their qualifications." 2. **Pay attention to the stage of development**: "In order to support employees in the accelerated period of career development, we will provide more promotion opportunities" 3. **Highlight specific skills**: "The company is looking for talents with digital transformation capabilities, innovative thinking and adaptability to enter the management level" ## Policy adjustment proposal In order to make the promotion mechanism fairer and more transparent, it is recommended： -Establish an objective evaluation system based on performance and competence -Provide equal training and development opportunities for all employees -Design diversified promotion channels to meet the development needs of different employees This way can not only achieve your organizational goals, but also maintain the company's reputation and legal compliance.