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It’s not uncommon for attorneys at that level to not get reviews right. They’re too far removed from where you are, yet haven’t been “in the room” long enough, to have an accurate set of expectations for younger associates. They often expect a level of consistency that they didn’t demonstrate then, but because of recency bias associated with the performance that allowed them to make partner, seems the norm to them.
I’m not sure if other things are going on here as well, but I wanted to share that with you because it may help you realize you’re imperfect and should work to improve, but that doesn’t mean you’re unable to perform at as high a level as this person expects or as they perform. The same person may also see things very differently a year or two from now after they’ve been in the room for a few rounds of associate reviews.
Att1 comment nails it. People forget/never know the breaks senior attorneys gave them.
Note that I’m working hard to improve my work product. Other partners say my work product is fine. I could beat myself up but I also think it was unfair for the then senior associate to expect me to do everything perfect when it was my first year without giving me proper training but what can I do.
Sometimes you have to ask for training, and sometimes as a POC or WOC you have to be especially careful bc of unfair expectations. You may have to stroke their ego like "wow I see I have a lot to learn from you, where do you recommend I start? Can I sit in on you or do you have drafts or redlines I can review/study in my free time" (make sure you get some kind of professional development credit if you can't bill it. Don't work for free!)
Or find a partner you trust and ask for their tips on how to level up your skills. Some white partners think they need to go easy on minorities and so don't give feedback or criticism that would help you grow. It's a double edged sword, but I try to view all feedback as a gift when the alternative is a slow, silent death.
You can say something about the inconsistency between what this “partner” says to you and annual evals that can be used to fire you. Also talk to another partner you trust to gauge their view on things
I’m not really following. It sounds like you’ve turned things around and this new partner now likes you, and other partners like you, so that sounds good! I wouldn’t be trying to move just yet.
First year is a hard time. Most first years are honestly terrible (not through any fault of their own it’s just hard for you to produce useful work product) but don’t get bad reviews because they get coddled. It may just be that this person is a bit more honest. I will also say, if you’re not doing great and not getting told, there’s no way for you to improve. And having the usual “good reviews” that most first years automatically get does not actually save you from layoffs etc. if you’re not actually good/improving.
Do you otherwise like working with this person? Is she a good teacher? Is she clear and communicative about her expectations? I personally have a hard time with “reading between the lines” and much prefer honesty, even if brutal. It may be that this is her way to be more helpful and a true mentor to you?