This needs to be explained with data and business language. Here is a possible explanation: 1. **Labor market competition**: Young employees usually represent the future sustainable development force of the company. They have better learning ability, stronger innovation ability and longer career prospects, which can bring long-term value to the company. By retaining young employees, the company can maintain its competitiveness and continuous innovation ability. 2. **Accumulation of skills and knowledge**: Young employees have received modern education, have updated knowledge and skills, and can better adapt to the company's innovative development. Retaining them helps the company accumulate modern skills and expertise and improve overall competitiveness. 3. **Resignation costs and recruitment costs**: Personnel turnover will bring high resignation costs and recruitment costs. Retaining existing employees, especially young employees, can reduce these unnecessary expenses and save company resources. 4. **Company culture and cohesion**: Young employees are usually more willing to accept company culture and values, which helps maintain unity and cohesion within the company. By retaining young employees, the company culture can be maintained and strengthened, and teamwork and collaboration can be promoted. 5. **Future development strategy**: From a long-term perspective, young employees are the future leaders and backbone of the company. Keeping them can ensure that the company's future development depends on the current young talents, and through them to achieve the company's strategic goals and long-term development plans. You can adjust and supplement according to the specific situation and strategic goals of the company. In short, retaining young employees is not only for current business needs, but also for the long-term development and future of the company.