This article comments on the article on the myth of generational differences in the workplace by Stassen, Anseel and Levecque published in this journal. We reflect on a number of topics: Is the concept of generations a myth or a hype (no); the contribution of Stassen et al.‘s article to the body of knowledge on generations (limited); a discussion of research methods and conceptualization (we suggest other methods and other questions to ask); and the added value of research on generations in the workplace to managers and HR professionals. In this commentary, we do not just comment on the article by Stassen et al., but propose a number of alternative approaches of the problem. Finally, we argue that generational research, albeit with limitations, is relevant for managers and HR professionals, if only for adding a socio-cultural frame of reference to the discussion in organizations on how diversity in organizations can be better understood and used.