When explaining the company's internal promotion policy to older employees who do not meet the requirements, it is recommended that you adopt a sensitive and respectful approach. The following points can help you have such a conversation: 1. **Express gratitude and recognition**: First, affirm their contributions and efforts to the company over the years. Emphasize the importance of their experience and knowledge to the team and the company. 2. **Explain the company's strategy**: Explain in the context of the company's long-term strategy and goals, such as emphasizing that the company hopes to promote innovation and adapt to market changes by introducing more young talents. 3. **Clarify the policy background**: Explain that this decision is not targeted at individuals, but is based on the company's overall development strategy. Make sure they understand that this is an objective standard, not an individual assessment. 4. **Provide other development opportunities**: If possible, provide other opportunities for advancement, such as participating in projects, training new employees, and serving as advisory roles, so that they feel that they are still valued. 5. **Listen and feedback**: Listen to their thoughts and feelings, give them the opportunity to express their opinions, and take their feedback seriously, and seek a mutually acceptable way to continue their career development. 6. **Follow-up support**: Express your willingness to provide them with any support they need, including career development advice or career planning, to help them continue to succeed in their careers. It is important that you communicate with empathy and respect throughout the process so that employees feel that their value is not being overlooked because of their age.