In this case, the key to communication lies in respect, honesty and emphasis on the specific goals of the activity, while avoiding making older employees feel belittled or ostracized. Here are some suggested communication strategies： --- ### 1. **Focus on activity goals, not age** -**Example**： "The theme of this meeting is brainstorming around ‘breakthrough innovation’. We have designed some high-intensity collaboration sessions that require participants to have deep contact with the latest technology/market trends. Therefore, this time we mainly invited members of the young team who are directly involved in related projects in order to quickly connect. Other types of meetings in the future (such as experience inheritance or strategic planning) will definitely give priority to your professional insights. " -**Key points**： Link the selection criteria to specific needs (such as "recent actual combat experience" and "exploration in specific fields"), rather than directly mentioning age. Emphasize that this is a one-time arrangement for specific goals, not a universal rule. --- ### 2. **Recognize the value of older employees** -**Example**： "Your experience in the industry is very valuable to our team. In fact, we are planning to organize a seminar on the "integration of innovation and experience" in the next quarter. At that time, we need you to share how to optimize traditional methods into innovative solutions. This meeting is more experimental and may not be suitable for your strengths. " -**Key points**： Clearly express respect for their professional abilities and suggest that there will be opportunities for activities aimed at their strengths in the future. --- ### 3. **Provide alternative ways to participate (if applicable)** -**Example**： "Although the number of participants on the scene is limited, we will organize the innovative proposals in the meeting. In the future, we hope to listen to your suggestions for improvement separately-your judgment on feasibility is very important to us. " -**Key points**： Even if they can't be invited, they can make them feel valued by asking for feedback and sharing information. --- ### 4. **Avoid minefields** - 避免 Avoid using the contrasting expressions of "young"= "innovative" and "old" = "conservative". -Don't promise the "next opportunity" that cannot be fulfilled, you need to have a specific follow-up plan. -Don't put the blame on the top (such as "this is set by the leader"), it will appear to be prevarication. --- ### 5. **Long-term recommendations** -If companies frequently hold similar events, they need to assess whether age bias is implied. True innovation often requires the collision of ** diverse backgrounds** (such as the new ideas of young people + the risk prediction of the elderly). -Consider designing activities for mixed teams, such as "innovation workshops for new and old employees", which can stimulate vitality and avoid the risk of discrimination. --- By turning rejection into "mismatched needs" rather than "insufficient capabilities", and actively planning other cooperation opportunities, we can maintain team harmony while remaining honest.