1. Have you defined your value statement? What qualities you bring to the table, and what you have developed over the previous year that make you more impactful and invaluable at your current company. That is your starting point for discussing a raise.
2. Determine what would make you feel good (i.e., a what salary increase would make you feel short changed and resentful, and what would make you feel good and valued and fairly compensated). Take that number and use that as your baseline.
If what comes in is under that threshold (at which you feel fairly compensated), you can discuss the raise again with the manager and how you feel it doesn't reflect your increased value. If this does not bring your salary to the lower end of your fair-compensation threshold, it's time to look for a new job. Otherwise, unless you're able to not let it bother you too much (I can't do this), resentment builds and it's best to look for an exit.
Explaining how your skill-set matchs with the paradigm currently in place to advance the corporate mission statement should net you a couple thousand while making a little piece of your soul die.
Not really. If you have a life and meaningful relationships and purpose, this is but a little hack to increase your long term earnings to make that life a bit more comfortable.
2. Determine what would make you feel good (i.e., a what salary increase would make you feel short changed and resentful, and what would make you feel good and valued and fairly compensated). Take that number and use that as your baseline.
If what comes in is under that threshold (at which you feel fairly compensated), you can discuss the raise again with the manager and how you feel it doesn't reflect your increased value. If this does not bring your salary to the lower end of your fair-compensation threshold, it's time to look for a new job. Otherwise, unless you're able to not let it bother you too much (I can't do this), resentment builds and it's best to look for an exit.