It is amazing to see your enthusiasm. Without knowing exactly what you worked on etc, I suggest reach back to the team and ask them - they will be able to guide you best.

TBH, there is a decent possibility you do something and it doesn't help at all. Internship projects are usually not that difficult, so ask them what you can do and do that. Try to decrease the amount you do that doesn't lead to anything meaningful - something to be aware of in opportunity cost, would you focusing more on your college grade be better use of time.

Eng Manager at Meta, Principal Eng at Microsoft

Ankit Jain

That sounds like a great idea. One way to do is start small and go with a mindset to find you can tie back to realized impact. Once you do that, build on it more and more, show what/how you did, invite other people to come and contribute and go from there. Overall, it is a no-brainer; only caution balance time you put on it, don't spend too much time and don't do any feature work - it comes down to balancing short-term and long-term things.

You can also ask questions around why already you folks are not doing it or what your managers thinks of it etc.

The best way to continuously improve is by "doing" something. 
Take initiatives => if everyone has their own view of good code, that in itself is a good problem to address. While you do this, you will learn influencing, conflict resolution, consensus building etc. Try new things and ,may be, fail at few. Trying to do something is best way to learn.
You can seek mentors outside of your company, youtube has so much content (Rahul's channel itself has so much knowledge), go through questions on Taro.

Lastly, you can ask your manager or senior eng that you want to learn more and can they provide more mentoring or topics to learn about, most companies will highly appreciate it. Wishing you well.

Hey, I would look at it the other way around as well - If your personal values aligns better with what company values, it will be just better and easier for you. 
If you have the luxury of choice, go for one where it is better aligned but also try to understand why a company values it less. In their best intentions, a company is trying to do best for themselves, if they are valuing shipping more than quality, try to understand the reason, if it doesn't resonate, you can even advocate for the change.

Overall, huge predictor. Also, more senior one is, more affect it will have.

Hey,

I really like who emphatically you wrote the question.
I highly suggest you approach people and essentially say that you said in the question.

Don't say exactly this, but you can say something like this - 
Hi person A, I was really inspired to see your career journey and would want something similar to myself. I found A, B, C really interesting.... I know you might be quite busy and I value your time but can I have a 1:1 call sometime with you. While I can't offer much, I do promise to pay it forward....

Thanks for considering.

Couple of points - 
- Be ready to not get a response. Many such people get a lot of messages or connection request, they just don't see it various times.
- There is no harm in asking, but no reply MIGHT also mean a No, so act accordingly. You lose 100% of shots you don't take.
- People love helping others and a response is very much possible. Though, asking someone you know or have some kind of connection - may be alumni network or common friends - are much more likely to respond. [See this video](https://www.youtube.com/watch?v=YMPzDiraNnA&ab_channel=Veritasium).
- There are other ways, "Taro" itself aims to do the same. Massive shout-out.

Finally, if someone does do offer time, please do pay it forward. Wishing you well.

Hey,

If you feel really passionate about the other team or think you have some unique knowledge to contribute there - best is to just talk to your manager and say whatever the reason is in a very mature way. It is both helpful for the company and manager if you are working on things that you are passionate about. No manager wants people on their team to be working while being unfulfilled.

Having said that, I recommend you to see it as an opportunity to work on something else, people who do really well are resilient and can quickly accept and adapt to the new situation. In big tech, such changes happens all the time, this would be a good opportunity to build the muscle of resilience.

Overall, I say approach the whole thing with a lot of emotional intelligence and maturity, it is fine to talk to your manager but if a change can't be made - accepting and adapting to the situation shows highly on you.

Hi,

Firstly promotion happens on behaviors and not rating per-se. So while you are focusing on people axis, also consider the E5 behaviors related to people axis around giving positive and constructive feedback about team members to your manager and helping make team better. For making team better, you can partner with your manager and focus on team health and work on things from last retro plan after Pulse.

You can do things such as bootcamp mentorship, intern management or you can yourself find or ask your manager to find people you can mentor. If people get actionable take-aways from your mentorship that is quite a good sign.

Although before doing any of this, you can check back with you manager how your people axis is going and if they think you should focus on it more to get promoted. Essentially, figure out if it is even a gap. If not, focus on other things.

Adding few more things you can do:
 - Volunteer to solve problems 
- Ask your manager 
- what is 1 thing that I can do to help you or the team in upcoming weeks?

Ask your team members: 
- What are the things that slow you down? It can be inefficient oncall or writing same boilerplate code etc.

Once you know these 
- go and fix these problems and communicate back to the team, this is one of the best ways to add value and gain respect.
- "Taking initiatives" to make things better is one of the best ways to earn respect.