The problem as I see it is that Google came to be dominated by an egalitarizing culture which at first wasn't necessarily a problem. This was an explicit choice by Larry and Sergey, that your manager should not be able to unilaterally fire you just because of a personal disagreement, nor stiff you out of financial rewards, none of that. So, your manager lacks any formal authority over your day-to-day work: they have to use politics and soft power. Instead, performance is reviewed by a committee of your manager’s peers, who can “calibrate” that manager’s opinion of you against others and against empirical data.

The result of being judged by a faceless committee is that implicitly, some things generate the empirical data that they look at, and other things don't. It's helpful to oversimplify this to a common currency of “perfcoin” Ⓟ even though that was never explicit at Google. Some activities generate Ⓟ, some don't. Google has built dozens of new chat apps because whenever you can have a good excuse for how this aligns with your business priorities, they generate lots of Ⓟ. The design documents are rich in Ⓟ, the tracking issues for each feature are rich in Ⓟ, getting the thing privacy-analyzed and internationalized can get you some Ⓟ, the inevitable work to merge it into another chat app is also worth Ⓟ. But please understand that the existence of Ⓟ is a result of semi-hierarchy. The manager exists (hierarchy) but has to point to an objective measure (Ⓟ) to say that you're not doing what you're supposed to (semi-), it is almost a mathematical deduction that this has to exist given that structure.

Now networking with people outside of your team, will never get you any Ⓟ. And this is not for lack of trying! When I was there it was a job responsibility to do some things that were not your job responsibility (“community contributions”) to try and associate Ⓟ with some form of networking! And everyone hated it, and it didn't work anyways. Manager-committees immediately decided that Ⓟ would not be awarded for excessive networking, just that you had to prove a little bit of networking or else Ⓟ would be deducted. Furthermore the most reliable community contributions were noncommunal—conducting hiring interviews being the easiest: probably this person will not be hired, but even if they are, you will never interact with this person ever again. But, you conducted N interviews in the quarter and that is just barely enough to not get docked some Ⓟ for being a shut-in.

I am giving somewhat of a negative portrait and it is not all negative, see Laszlo Bock’s Work Rules for the better parts. I'm just saying that the culture of not-my-department has been created by, and is sustained by, incentivization.

"I've reached out to a colleague who has provided me with some additional context" or "this work requires some additional input from another team - I'm working to establish this and will get back to you with more details"

Neither of the above examples provide any more context on internal teammates or their organizations. However they do require additional work and a culture of customer support (which Larry Page was infamously against for years).