Eh, I don't know that this is a sign of malignancy. People can be crappy at giving face to face in real time feedback, or just feedback period. Often they can't tell you exactly what's wrong OR how to address it, but they sure can write it in an eval.
I wouldn't just try to identify weaknesses on your own - it's the ones you're blind to that are the biggest problem, not the ones you're aware of.
You need to do your best to elicit feedback, you might even have to do some research to determine the best questions to ask to get specific useful results out of people.
If you're lucky, what you can get people to tell you, is how *they* deal with what you're struggling with. Sometimes they can't tell you what's wrong and how to fix it, but they can tell you how to do things to their liking or share their own system. Maybe.
The last piece of this, is that if you want this precious in real time feedback, you need to do 2 things well: kindly push hard for it, and then lap it up like a happy lap dog with chicken liver. Even total jerk attendings and anyone else, often don't like "interpersonal conflict" or "hurting people's feelings."
So you need to come off like no matter what someone says to improve you're going to go skipping down the hallway excited to implement, not like you're going to go cry in a closet or try to defend yourself. This makes it "emotionally safe" for people to express negative feedback to you, and then the intel will flow more freely. People can start small with the criticism, and your excited happy response can then encourage more deeper darker secrets. Which is what you want, not the pat on the back with a "better next time" response.
How to be welcoming of feedback? You will have to school your face, your voice, your body language.
So when you get this feedback, DO NOT point to anything positive that contradicts it in any way. It's OK to say, "If I have this right, I need to improve x,y,z. Is this ____ thing that I am currently doing effective? What else can I do?" One is that double-checking the things you think you're doing right, is useful in itself, and sure, this could end things on that positive note about you, but more importantly it could give you more useful info. Calibrating yourself is not just figuring out what you're doing wrong, it's also figuring out what things you're doing "right," you're actually doing right. But no "buts," and you can't focus on doublechecking what you're doing right without totally acknowledging what's wrong.
Otherwise, do not point to anything you are doing/have done that contradicts the feedback. Just take it. If they point to something specific "You didn't call the SW" you could say, "I did call them, they weren't in, I should have been clear on that." Even if you have to factually disagree with feedback, you still need to validate it in some way. Validating someone else's feedback, no matter what you think of it (unless it's total character assassination of your motives that isn't true like lying, etc), is part of being "receptive."
If what was being said was, "You're not completing tasks, you didn't call SW," while it's fair to point out, "I did," because sometimes things get colored or misinterpreted, the point is that they're holding this against you for a reason. So you say, "I did call SW, but I think I understand this as an example of the kind of issue for me to improve. Do you think there is a pattern to the sort of thing I'm not catching? Or a strategy I could use?" Often there's silence, but at least you're asking for feedback. When you get this silence (hopefully you get better feedback) then you can say, "Perhaps working more closely on my list and being sure to run it earlier with the senior would help." It doesn't matter if the solution you propose is one you think you are already doing and that you can't do better with that than you are.
TLDR:
You must elicit feedback. There are strategies to doing this well. It is important to focus more on validating the concern and proposing a solution for you to carry out, then trying to correct someone on their perception.
