[foobarrio]

I like this list. What I have found about point #4 is that even teams that try to actually measure performance in a meaningful way will miss things.

If the quality of the software is slowing down feature releases, causing fires but is not being measured, you can make some headway with presenting ways to measure code quality so that your work shows up on their radar. This is difficult with such a subjective word as "quality" but tracking number of fires of time would be a good way to show that the way you develop is better than other people.

The other thing that companies miss are employees that help other employees in a mentoring sort of way. These people essentially cast a buff on everyone they work with. These buffs can be in the form of better tools, improved workflows, recommending reading material, new technologies etc. Unfortunately it seems this is up to that person's superior to recognize their value and fend for that person to upper management. I feel like it's easy for me to identify peers that cast buffs but not sure how easy it would be for a manager to identify such characters.