When optimizing the structure of your workforce, decisions involving the elimination of certain older employees require extreme caution, as this not only involves legal compliance issues, but also affects the company's reputation and internal morale. Here are some suggestions to help ensure that such decisions are implemented transparently, fairly and effectively: 1. **Clear goals**: First, clarify the specific goals of optimizing the team structure, such as improving efficiency and introducing new skills, rather than just focusing on age factors. 2. **Legal compliance**: Ensure compliance with relevant labor laws and regulations, especially those regarding age discrimination. Consult legal experts to avoid potential legal risks. 3. **Performance evaluation**: Make personnel adjustment decisions based on objective performance evaluation criteria, rather than simply based on age. Ensure that the evaluation process is transparent, fair and based on past performance records. 4. **Training and development**: Provide training and career development opportunities to give older employees the opportunity to update their skills and continue to create value for the company. 5. **Voluntary retirement program**: Consider introducing incentives to encourage eligible older employees to retire voluntarily. These measures may include preferential conditions for early retirement or advisory roles after retirement. 6. **Communication and transparency**: Clearly communicate the reasons, process and impact of optimization decisions to all employees. Ensure that the entire process is open and transparent to avoid rumors and misunderstandings. 7. **Focus on corporate culture**: Retain older employees who are important to corporate culture, teamwork, and knowledge inheritance, and use their experience to guide newcomers. 8. **Diversity and inclusion**: Emphasize the value of diversity and inclusion, and ensure that the team forms a good balance and collaboration among all age groups. By strictly following these steps, companies can optimize team structure while maintaining employee relationships and company reputation.