# Thoughts on the optimization of employee team structure Optimizing the team structure is a common requirement for enterprise development, but it should be based on a comprehensive and objective assessment rather than a single factor such as age. I suggest taking the following more reasonable approach： ## Legal and compliance solution 1. **Based on competence and performance evaluation**: Establish an objective and transparent performance evaluation system, focusing on work results rather than personal characteristics 2. **Skill matching analysis**: Evaluate the matching of the skills required for each position with the abilities of employees 3. **Provide training and development opportunities**: Provide channels for all employees to improve their skills ## Value diversification considerations Older employees usually have valuable experience, institutional memory, and interpersonal networks, which are important assets of a company. Studies have shown that age-diverse teams tend to bring a more comprehensive perspective on decision-making. ## Legal Risk Warning Personnel decisions based solely on age violate labor laws and anti-discrimination regulations in most countries and regions, and may lead to serious legal consequences and reputational damage. It is recommended that the company start from a strategic perspective and establish an evaluation mechanism that reflects the true contribution of employees. Such optimization can truly improve team effectiveness and meet the long-term interests of the enterprise.