It has probably already been decided. You can articulate what you think is a fair raise for next cycle. You're getting some silly advice here that will make yo

It has probably already been decided. You can articulate what you think is a fair raise for next cycle. You're getting some silly advice here that will make you seem a bit cocky at best, delusional at worst (do not produce a promotional packet for yourself). This is what happens: the company defines a budget, the budget is allocated across teams based on risks/prior success. The budget defines the pool of salary adjustments and that is the anchor. You can influence your share of that pool in this conversation, at best. If you want to get your manager to the right frame of mind, have this structure of conversation: first, if you are dissatisfied with your salary, say it. This is not a bluff, you have to be dissatisfied and have options elsewhere. Know what the pay at those options are, and be prepared to get bad news (either they don't think you are worth that, or cannot match it). If you are looking for incremental adjustments, know that COLAs are usually 2-3%, promotions are usually 5-10%, and merit is somewhere in the middle. Think about what you've done in the past year that has a lot of business value (if you did analytics that saved money or increased sales, or did important work on a product that won/retained customers). If you've shown professional development (leading a project, mentoring new team members) or improved the efficiency of an existing process (lower cloud costs, shorter duration) mention it and try to get a read if your manager remembers them and/or agrees. Since this is a form of negotiation be prepared to talk about how you want to build on last year's achievements/progress next year, and ask what you can work on that would help you achieve your salary/growth goals and help the team (what return your manager can expect from the increased investment in you).