When explaining this decision to older employees who are not eligible, it is essential to maintain respect, empathy, and transparency. Here are some suggestions to help you convey this message effectively： ### 1. **Express respect and gratitude** -**Affirm contribution**: First of all, express gratitude to employees for their contributions to the company over the years. Emphasize the importance of their experience and efforts to the development of the company. -**Respect for individuals**: Ensure that employees feel their value and avoid making them feel neglected or underappreciated. **example**： > "First of all, I would like to thank you for your contribution to the company over the years. Your experience and professional competence have always been an important part of the company's success. ” ### 2. **Explain the background of the company's decision-making** -**Explain the company's strategy**: Briefly explain why the company decided to carry out internal promotion, and emphasize that youth is one of the company's future development strategies. -**Avoid negative reviews**: Avoid making employees feel that this decision is based on their abilities or performance, but on the company's overall strategy. **example**： > "The company is currently undergoing internal promotion. As part of our future development strategy, we have decided to prioritize young employees to ensure the company's continuous innovation and vitality. ” ### 3. **Provide support and solutions** -**Explore other opportunities**: If possible, discuss other development opportunities for employees within the company, or provide support for career transformation. -**Provide resources**: If there are resources, we can provide employees with career development training, career planning consulting and other support. **example**： > "We understand that this may be a challenge for you, so we are willing to discuss other possible career development opportunities with you and provide you with the necessary support. ” ### 4. **Keep communication channels open** -**Encourage feedback**: Let employees know that their opinions and feelings are important, and encourage them to continue to communicate with the company in the future. -**Provide follow-up support**: If necessary, provide follow-up support or help to ensure that employees feel cared for. **example**： > "We value your feedback very much. If you have any questions or need further support, please feel free to contact us. ” ### 5. **Maintain empathy** -**Understand employee feelings**: Recognize that this decision may have an emotional impact on employees, and show understanding and sympathy. -**Avoid discriminatory language**: Make sure your words do not make employees feel discriminated against or belittled. **example**： > "We understand that this decision may have a certain impact on you. We take your feelings very seriously and are willing to face this change with you. ” ### 6. **Summarize and express future expectations** -**Summary conversation**: Briefly summarize the content of the conversation to ensure that employees understand the company's decisions and the support provided. -**Express future expectations**: Express the company's expectations for the future development of employees, whether it is to stay in the company or look for other opportunities. **example**： > "Thank you again for your contribution to the company. We look forward to discussing future possibilities with you and hope that you can continue to have a positive impact on the company. ” ### Conclusion In this way, you can communicate company decisions while maintaining respect and care for your employees. Remember, honesty, transparency and empathy are the keys to dealing with such sensitive topics.