When explaining the decision to give priority to retaining young employees, it can be explained from the following perspectives: 1. **Long-term development**: Young employees are usually more sensitive to new technologies and new trends, and have strong learning and adaptability. They can bring new vitality and innovative ideas to the company's future development. 2. **Cost-effectiveness**: From a cost perspective, young employees may have certain advantages in terms of salary. At the same time, they may also be more willing to accept training and grow quickly, saving the company high recruitment and training costs. 3. **Team diversity and balance**: Retaining young employees helps to form a diverse employee structure. Diverse teams are often able to look at problems from different perspectives, thereby promoting more comprehensive decision-making and innovation. 4. **Cultivating potential**: Young employees are often in the rising stage of their careers. Companies can systematically cultivate them through career development plans to create future management and core backbones, which will help the company's continued healthy development. 5. **Adapt to market changes**: In a rapidly changing market environment, having a young team can improve the company's flexibility and responsiveness to better adapt to market changes and customer needs. When communicating, these reasons can be clearly conveyed to help the team understand the strategic considerations and long-term goals behind the decision.