A good manager should be firm but fair. That means she/he has to be hard on employees who do not perform but apply the same criteria to all. Essentially by being hard on them it will hopefully eliminate the need for a PIP. When people get PIPs they get nasty and start talking about lawyers.
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I have found that new hires career path is primarily determined by butt time behind the desk. Ones that perform as expected progress normally; the ones that need attention progress slower. At around five years, appraisals become much more merit based and where career paths usually diverge. New staff should be eager, willing to learn and communicate... the rest will come over time.
A good manager should not be hard on anyone. Any issues should have been already told to you, you should not be finding out how your 2024 went in 2025. We all started our careers at some point, my honest advise is to always ask, and have your manager display managerial courage by telling you throughout the year what is not being done according to his/her expectations.
This forum is full of nasty and angry people, I hope you don't read too much of this. If anyone gives you any hard feedback just ask why nothing was mentioned before, and from that point forward schedule monthlt meeting to check on your performance and ask what you are lacking for the next grade.
Wish you the best, you should not have any hard performance reviews ever unless you already know.
It means what kind of effort do they put in.
In my experience managers put in the effort required to document where they want the employee to go. So with an early career person they want to give constructive feedback to justify a promotion or to let them know what skills to work on to get the promotion next year. We should not be hiring early career people who cannot cut it so directing the review towards firing them is highly unusual.
How hard do they do reviews? What does that mean?