每日原则：采取业绩调查、绩效指标和正式考核等评价工具来记录一个人的所有表现

如果没有数据，就很难对业绩进行客观的、不偏不倚的、不带感情色彩的对话，也很难追踪进展。这就是我创造集点器的部分原因。我还建议，要考虑其他方式把责任纳入指标。举个例子，你可以指出员工是否在按照任务清单来做事，然后再计算他们完成任务的百分比。指标能告诉我们事情是否在按照计划进行——这是一种客观的评价方法，会提升效率。

It's hard to have an objective, open-minded, emotion-free conversation about performance if there is no data to discuss. It's also hard to track progress. This is part of the reason I created the Dot Collector. I also recommend thinking about other ways that people's responsibilities can be put in metrics. One example: You can have people note whether they did or didn't do things on checklists, which you can then use to calculate what percentage of tasks they complete. Metrics tell us whether things are going according to plan--they are an objective means of assessment and they improve people's productivity.