I saw a great quote about The Quiet Ones yesterday: By the time they ask for recognition, they're already gone. The ask isn't a request. It's a test you've already failed.
The best engineers go for the cracks in the system. They find what isn't working and fix it. Take on the conversations nobody's having. Ask the questions people aren't asking. Build features that customers need but don't think to request. Create frameworks where others copypaste. Make tools where others schlep.
These folks are hard to promote and difficult to notice. They keep the system running and don't fit a particular mold or set of OKRs.
Under great management they thrive. Under poor management they get frustrated, burn-out, and leave.
These folks are critical to keep the system running smoothly. There's research! Operators are the adaptive element that keeps brittle systems running and this work stays largely invisible.
Here's the thing
If this sounds like you, keep going. The team appreciates you. Make sure you have a conversation with your boss before performance review to add all the things you did to your list of goals. I do that all the time. "Hey this ended up taking longer and contributed a,b,c to the company. Let's add it to my goals"
If you're the boss, pay attention! Notice when folks do a great thing and give them kudos. Add to their goals. This will make you look good to your boss. It all ladders up.
And remember: Don't grind on something the company doesn't value. Hard work is not rewarded. Outcomes are rewarded. I gave a whole talk about this
Cheers,
~Swizec
PS: this work becomes easier with the right title. At the staff/manager level your job description, I've found, explicitly says "find and fix the gaps, unblock others"
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