Look—I'm not talking about fair or unfair; I'm simply talking about a process that works and a process that doesn't work very well. From a manager's perspective (and a human-nature perspective), the easier a team member makes it for me to know what they are doing, achieving, or struggling with makes it so much easier to be a manager for them than for the team member who is also doing a good job but expecting me as the manager to figure that out for myself.

So, the moral of this story is this:

• Talk to your manager frequently with good news, neutral news, and personal news. Neutral news could be a challenge or a problem but always come with a solution to discuss. Always remember your manager is a person as well: someone probably overworked and who would appreciate a personal touch by building a real relationship with them.
• Don't hide or think that others will blow your trumpet for you. It doesn't work reliably like that, unfortunately. Go and tell people the good things you have done, and also make sure to listen to their news and achievements.
• Avoid just approaching your manager with bad news or problems. The manager is there to always help and support you, but bringing a solution (or even just an idea or two) will go a long way to not only help the manager deal with your problem but will increase your value in your manager's eyes. 

So, I think you get the point that once you have set yourself a baseline of always giving value without expecting anything in return and being a good communicator without being a bragger, these are two fundamental ingredients to build on as strongly and vigorously as you can before doing anything more direct to achieve your desired salary increase.

But let's now look at some more specific approaches to follow to ensure you get the salary increase you deserve.