When explaining this policy, it is important to balance transparency and fairness while making employees understand the reasoning behind the policy. Here are some possible approaches: 1. **Clarify the policy goals**: First, explain that the main goal of the policy is to provide more development opportunities and career advancement space for young employees. Emphasize that the company hopes to achieve diversity and balance in talent management in this way to ensure the company's future development vitality. 2. **Data support**: Provide some industry trends or internal company data to show why it is necessary to support the promotion of young employees. For example, you can explain that in a rapidly changing business environment, maintaining diversity and fresh blood in the team is a way to stay competitive. 3. **Affirm the value of old employees**: Recognize the contributions made by old employees to the company and make it clear that this policy is not unfair to old employees. Explain that the company still values experienced employees and will continue to support their career development in other ways. 4. **Explain development opportunities**: Emphasize that the company will provide career development opportunities for old employees in other ways, such as through internal transfers, leadership training or special projects, to ensure that their career development is not affected. 5. **Communication platform**: Provide a platform for employees to express their doubts or opinions about this policy. Soliciting feedback not only helps the company understand what employees really think, but also helps to increase transparency and acceptance during the policy implementation process. 6. **Long-term vision**: Finally, emphasize that this policy is part of the company's long-term strategy to build a dynamic and sustainable organization, which is beneficial to all employees. Sincere, open communication and supported by actual data will help employees understand and accept this policy change.