With the baby boomers, the mature workers, Generation X and Y working alongside each other, HR has to learn to accommodate not only their needs but also manage the generational differences. Instead of addressing the conflicts arising from age or work styles, Molly Yeo, executive director & head of human resources at ABN AMRO Singapore advises HR to “share the big picture”, which is the organisation’s objectives. “Move away from the personal issues but look at the big picture. In that way, everybody can move forward, instead of dwelling on personality conflicts.”

Speaking at yesterday's "Gen Y - Engaging the New Age Employees Conference", she suggests for HR to instill in their employees the value of “what is in it for me” through the common organisational goal. Karina Kuok, talent practice leader for Deloitte Consulting SEA, concurs and says focusing on the commonalities and working towards the goals as a team helps prevent conflicts.

To develop mutual respect, management and employees from different generations need to meet each other halfway, especially from generation Ys. Citing that Ys dislike being micromanaged and prefer to accomplish their tasks in an individualistic way, Kuok says bosses can cater to their needs as long as they meet the deadline. And generation Y employees can help by “managing upwards”. She says, “Let bosses know what you are working on. Debrief on what you have been doing throughout the week so they can rest assured that you are getting work done.”

However, if conflicts do occur, Robert Yeo, executive director of Singapore Training And Development Association, recommends using sincerity to deal with the situation and not finding fault with the individual’s personality. “Be very frank to tell somebody that he has done something wrong. You will gain respect across the generations if you hold your ground.”

Jonas Ang, senior HR director for Kelly Services APAC, concludes that HR must learn to understand rather than “pointing fingers to say it is a generation issue”. He feels it is no longer an issue of treating someone the way one likes to be treated. Instead, Ang suggests, “Perhaps we should be asking while I like to be treated this way, how do you like to be treated?”