Comment by arcticbull

It also really depends on your organization and how they quantify and reward impact. There are ways to get credit for preventing issues. Establish the baseline level of quality, broadly create classes of issue, define a plan to solve that class of issue and measure your impact relative to your goals at the end.

At a big company you should be able to turn that into a number - 'this kind of issue was costing us $X/quarter, and thanks to my work, it is now costing us $(X-N)/quarter, in line with my estimates.'

It's performance season so I've been giving a lot of thought to how you quantify and attribute impact especially for folks in lower-visibility roles.

Not every company is going to see it this way but that's kind of a truism. Not every company sees any one kind of impact the same way, and you have to think about that relative to your career goals. I think aligning with your manager at the start, quantifying your impact and showing your results is going to get you the recognition you deserve at any company worth working at.