# Communication suggestions on prioritizing the retention of young employees When explaining this personnel transfer decision, it is recommended that you consider the following aspects： ## Communicate carefully and emphasize the overall strategy -**Avoid simply emphasizing the "age" factor**, which may cause age discrimination disputes -Frame decision-making as part of the company's long-term development strategy -Emphasize that it is based on a comprehensive consideration of many factors ## Constructive explanation direction 1. **Talent echelon construction**: The company is building a sustainable talent development channel 2. **Skills and future development**: Certain positions may require specific emerging skills or adaptability 3. **Long-term return on investment**: Cultivate talent resources that can contribute to the company for a long time ## Precautions Handle this sensitive topic carefully, ensure that communication complies with relevant labor regulations and company policies, and pay attention to and respect the value and contribution of each employee. You may need to consult with human resources or legal departments to ensure that the transfer plan complies with the law and avoids potential risks of age discrimination.