As a personnel manager, when explaining this policy to employees who exceed the age limit, the key is to maintain transparency, empathy, and emphasize the company's commitment to the development of all employees. Here are some suggestions to help you communicate this policy more effectively： ### 1. **Emphasize the purpose of the policy** First, explain the original intention of the company to formulate this policy. You can emphasize that the company hopes to provide specific training for young employees to ensure that they can quickly master new technologies and thus play a greater role in future projects. At the same time, it is also necessary to show that the company attaches great importance to all employees, and to explain that this policy does not mean ignoring the development of other employees. **example：** “The company decided to provide specific training for young employees, mainly to ensure that they can quickly adapt to new technologies and play a greater role in future projects. This policy is to support the company's long-term technological innovation and competitiveness. ” ### 2. **Recognize the limitations of the policy** Frankly admit the discomfort that this policy may bring, and express understanding. You can mention that the company is also aware of the value of other employees in terms of experience and skills, and will continue to provide them with other forms of support and development opportunities. **example：** “We understand that this policy may inconvenience some colleagues, especially those who are experienced and have contributed a lot to the company. We attach great importance to the growth of every employee, so the company is also exploring other forms of training and development opportunities to ensure that all employees can continue to improve themselves. ” ### 3. **Provide alternatives** In order to reduce employee dissatisfaction, you can propose some alternatives, such as providing other types of training, career development guidance, or cross-departmental learning opportunities for older employees. This can make employees feel that the company still cares about their career development. **example：** “Although this specific training opportunity is mainly aimed at young employees, the company has also prepared a variety of training programs for other employees, including leadership development and cross-departmental cooperation opportunities. We encourage everyone to choose suitable training programs according to their career goals. ” ### 4. **Emphasize the company's long-term commitment** Finally, it emphasizes the company's commitment to the long-term development of all employees, and indicates that the company will continuously adjust its policies according to the actual situation to ensure fairness and inclusiveness. **example：** “The company has always been committed to providing fair development opportunities for all employees. We will continuously optimize our training policies based on employee feedback and company needs to ensure that every employee can continue to grow in their careers. ” ### 5. **Maintain open communication channels** Encourage employees to put forward their ideas and suggestions, and show that the company is willing to listen to their voices. This helps build trust and makes employees feel that their opinions are valued. **example：** “We attach great importance to your feedback. If you have any questions or suggestions about this policy, please feel free to communicate with us. We hope that through open dialogue, we will find a better way to support the career development of every employee. ” ### Summary In the above ways, you can be transparent and empathetic when explaining policies, while providing employees with alternatives and long-term commitments to reduce their negative emotions. Ultimately, the goal is to make all employees feel that the company attaches importance to and supports them, even if the policy is temporarily focused.