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Some leaders are not good at pointing out corrective areas in the moment or shortly after the moment. If you don’t already have weekly or every other week check-ins with your boss, I suggest getting that cadence set up and scheduled now. These check-ins will give you opportunities to discuss your performance, etc. so that way you’re not blindsided again in an official performance review meeting.
I agree with other comments. Set up your own weekly or bi-weekly calls to discuss progress and get feedback. It will give you an opportunity to understand expectations, build relationship, and grow. If your boss has nothing but negative feedback over the next month or two no matter what you do to improve, then you'll know what to do. Good luck!
Agree with the above.
Also, memorialize the meetings in emails afterwards. You can phrase the emails as thank you messages, and then include recaps of what the feedback and action steps were. This will help you and your supervisor remember what the expectations were, and provide a record for you should you receive unfair annual reviews that you need to counter.
This will also help you with your documentation. Should you ever need it. Make this a best practice because of these exact situations. That way you have it in writing and they are liable if they don’t follow through.