It's the difference between a vitamin and a pain-killer.

You want to make pain-killers, because people need them.

Vitamins can be helpful. But people don't usually need them.

I would have put money on this example being structured the other way around. People can live with pain; they can't live without vitamins. They only don't need vitamins in the same sense that people don't need oxygen.

Pretty sure that the post you're responding to meant "vitamin supplements."

That's it, thanks.

Quite often it depends if the analytics are actionable e.g. they give a good understanding of what exactly needs to be done. If that's not the case, many analytics are just a nice to have to look at.

At Weekdone (https://weekdone.com/) we have some dashboards for your team and employees. What works is if something that you see trending up or down is actionable towards specific people. If it's average across company or department - not so valuable.

A good example is employee satisfaction. It's most valuable looking at trends for a single person or a small team. Whole company or large department? Not so much, nice to have.