It's pretty unusual to invest multiple meetings in salary/benefits discussions in a job you are already employed in. At this point you and your employer know:
- How your job performance is viewed relative to other employees
- Last year's salary
- The rules for other benefits
Unless you have a fairly unusual company, the rules about standard benefits - time off, health care, 401Ks, and other retirement/savings plans - are all part of the employee benfits, and not generally subject to negotiation on a case by case basis. There may be opportunities to change the tradeoffs here - for example, some companies will let you buy an extra week of vacation (more time off/less money) and thus change the nature of your benfits, but it's usually offered across all employees out of a sense of fairness/equality. Similarly, overtime/additional compensation policies are usually standardized for common cases.
Research your internal work policies on these. If they aren't clear or available, have a talk with your boss on what the policies are here BEFORE you go into anything like a negotiation. Given the standard nature of these, if you do go into a negotiation, be prepared for it to be a discussion of what you plan to give up to get what you want... not a way of getting additional compensation.
In terms of other perks - office, equipment, specialized work hours, etc. It's unusual for this to be part of a compensation type of negotiation. Here's a few cases where you may be able to work out something for yourself and some of the tradeoffs that are likely to be considered:
office - usually offices are status symbols as well as specialized work environments. To keep the case-by-case negotiation to a minimum, many companies connect office to job title/rank/seniority. It's worth asking the policies, and be prepared to address the fact that you're only likely to get a special exception if you have a special need ("I'm just an individual contributor, but I'm on the phone all day talking to a particularly difficult customer, which annoys everyone around me...")
equipment - almost always granted in cases of physical need (disability/health), but rarely as a perk. Managers typically weigh this against the "what if everyone asked for it?" rule unless you are (again) asking for a special case or for something communal ("I'd be less annoying talking to the difficult customer if I had a better headset that meant I didn't have to scream into the phone.")
work life balance conditions - being able to structure your hours or other work obligations to fit your particular lifestyle needs is always a fine discussion and can usually exist outside of performance/compensation negotiation. It can also be one of the best ways to increase job satisfaction and maximize something precious - your time. Work at home, non-standard office hours, etc. - are all fine discussions but may be covered by specific policies. This is often an area where managers may have latitude for high performing staff... so if that's you, it's worth pushing it. Caveat - however - that in cases of poor performance, many of this sort of perk is limited, because the manager in a place of needing you to prove that you can perform well under more or less standard conditions, so modifying those conditions in a performance issue is unlikely.
points given for awesome creativity - some of the best negotiations I've seen are startlingly creative and self-aware. One case in point was a coworker who got literally the whole campus 2 monitors by proving how much they improved efficiency and how well they worked. Or those who pioneered work at home, when it wasn't a typical thing. Getting something that other people have may be a tough negotiation, as there is already a policy or a model for making the decision... but getting the ability to do something wildly new and innovative can be a very different process. You may have a certain requirement to prove that your crazy idea will be a net benfit to the company, but such crazy ideas are exactly how we change the work force of today into the workforce of tomorrow.
As a general thought - don't hammer your manager looking for every nickel and dime. Collect your thoughts and have ONE discussion about non-monetary compensation. And don't do it every year. If you've taken on a big responsibility, transferred jobs/teams/projects, or just had a promotion - you've found a perfect time to "renegotiate" the tradeoffs that come with the greater workload or new role. It's also fair to talk through some of the work/life balances when you are going through a life change - "We're having a baby and I need to change..." - is a pretty typical case. But you don't have to be married and about to have kids... it can be grad school, sick parents, or just about anything as long as it is reasonable.
There's a frequency case, though - keeping the renegotiation of this stuff in and around job and life changes means that you have a clear and justifiable reason for asking. Approaching it on a purely time-based frequency (once a year), can come off as simply trying to milk the company for everything you can get. While the tradeoff of working for pay is obviously something one does for self-motivated reasons, it can feel rough as a manager to think that your folks are spending most of their time trying to figure out their best ways to maximize their profits.
There's one other case that works well however - having a job in hand. Saying "I'm not happy here, and I have a better offer" can work wonders... but only within the flexibility available to your boss. If your work is not absolutely pivotal to the company, then it is unlikely that you will upend policies that are sweeping and universally applied.