When explaining the company's year-end bonus distribution policy, some strategies can be used to reduce possible disputes: 1. **Emphasis on fairness and transparency**: Explain that the policy is formulated based on the principles of fairness and transparency, and its purpose is to recognize and encourage the important contributions of young employees in the company's development. 2. **Highlight the overall goal**: Describe the company's emphasis on talent training and long-term development, especially young employees as an important force for the company's future, and help them get better incentives in the early stages of their careers. 3. **Explain the diverse reward criteria**: Make it clear that although the contribution of young employees is given priority, this is only one of many considerations. Other factors such as overall performance, project participation, teamwork and customer feedback are equally important. 4. **Provide feedback mechanism**: Open feedback channels for employees to raise questions and opinions on the bonus system, showing that the company is willing to listen to employees' voices. 5. **Explain the definition of young employees**: Clearly state that the definition of "young employees" does not only refer to age, but also to the stage of career development to avoid misunderstandings. 6. **Long-term incentive plan**: Emphasize that the company has other long-term incentive plans to recognize and reward the efforts and contributions of all employees. Through these measures, misunderstandings and dissatisfaction can be reduced and employees' understanding and support of company decisions can be increased.