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I would start to reach out to recruiters. Dealt with something similar and ended up being let go.
Enthusiast
Another vote for reaching out to recruiters. I’m in the middle of a similar situation. You need to secure a safety net in the event this partner pulls strings to get rid of you. Never underestimate the lengths a partner will go to protect their pathetic ego.
Enthusiast
For some additional context, the partner and I have had a bit of a breakdown in communication. They get upset half the time they have to interact with me, so I minimize interaction and just keep my head down working on their matter, only interacting with them to ask a specific question about some technical issue. They’re the only attorney who feels this way about me
I feel for you. Am in a similar situation. Do you have mentors you can talk to? Sometimes the firm rightly views the one anomalous review as an anomaly and a mentor can help you offload and minimize the work you have with that partner. Other times, if the partner is particularly powerful, there isn't much you can do but leave. A good mentor can help you understand which situation you're in.
I would also document any good faith efforts you have made to reconcile/improve the relationship with that partner so that at least you can point to having made a good faith effort, even if the efforts didn't result in a change.
Lastly, make sure to ground yourself by reminding yourself of the good/great feedback you received from all the other partners. One disgruntled partner who may have some illogical personal vendetta or political motivation doesn't change that.
If it’s a big firm lateral away internally to other teams (you likely receive less work if the partner is really annoyed and it’ll be natural) and the partner will likely vaguely remember you exist in a few years.
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Agree with A5. I lateralled to a new firm and was doing great with all partners until one incident with a psycho who made sure I got fired.
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Draft a memo correcting the record. And lateral.
Based on what you just mentioned, I think you still have at least 6 more months. If the partner really wants to get rid of you, the earliest they can give you a PIP is now. During PIP, they will probably give you a few months to significantly improve and then if you do not improve (which you won't under their criteria because the plan it to get rid of you regardless of how much improvement you show), they will give you 2-3 months to find another job. So, I would say that you have at least 6 - 9 months.
Sadly, in too many cases, it’s CYA. This way they can say they provided notice of the performance deficiencies and adequate time for you to improve. From your perspective, it does extend your timeline a bit and gives you an understanding of your real timeline. @OP: How much longer before your review meeting? You do still have to go through that. These meetings with multiple partners are generally not the place to dispute the details of the review. You will come off as defensive and it will likely be cast as you don’t take feedback well. Hard to do with regard to that one partner’s review, but if the others were positive, focus there. I’m happy that X partners were pleased with my work last year and I’m looking forward to growing with them. I’m already working with X partner on a few matters. If the negative partner review comes up, acknowledging there have been some issues is likely best. Perhaps suggesting an offline meeting to resolve. Your goal is to get through this meeting and not damage the good by letting the negative take over. It tough and it sux, but how you handle this will become part of your reputation. Outside of the meeting HR can share with you the process of responding to your written review. You might want to wait until after the meeting so that your new entry is not the only thing that gets discussed. All the best!