Handling such situations requires care and respect. Here are some tips to help you explain the company's decision to older employees who are not eligible in an appropriate manner: 1. **Choose the right time and place**: Make sure the conversation takes place in a private, comfortable environment, and give the employee enough attention and respect. 2. **Be transparent**: Clearly explain the company's decision to go young, which may be to introduce new perspectives, adapt to market changes, or promote innovation. Emphasize that this decision is based on the needs of the company's strategic development, not a denial of personal ability. 3. **Emphasis value**: Express to older employees their importance and contribution in the company. Let them know that the company still values their experience and wisdom and hopes that they will continue to play a role in other aspects. 4. **Provide support**: If possible, provide other career development opportunities, such as participating in training, mentoring programs or other projects to help them find the right development direction within the company. 5. **Listen to feedback**: Encourage them to express their feelings and ideas, listen carefully and give understanding and support. This will help alleviate their sense of loss and dissatisfaction. 6. **Maintain dignity**: Regardless of company policies, always maintain respect and care for employees and avoid making them feel excluded or belittled. Ultimately, through sincere communication and understanding, it is possible to reduce the sense of loss among older employees and help them face future challenges with a more positive attitude.