And to build on that, the recognised value that you deliver is arguably even more important. I've seen scenarios before where senior management have expressed gratitude for a piece of work / resolving a problem, but they may be oblivious to other activity that has arguably given more value to the business. Mid-level managers may be able to identify that, but often they won't have the authority to financially recognise that and/or not all organisations have adequate development frameworks for their staff, so exceptional performers are not developed and eventually leave.
If I contrast my current employer with the first one I had after uni, the difference is night and day when it comes to the processes around gathering feedback, assessing performance, identifying and developing talent etc.
I find this to be a major problem at my workplace, which is surprising considering the size of the company I'm employed by.
I think the issues stem from the sheer small size of.my site, nonkne actually cares about it