There is some excellent advice in this thread about how to identify and correct supposedly 'toxic' behavior. What's concerning though, is that if you are unclear on what this means, it indicates that the performance reviewer did not do a good job giving the review.
Conventional management training (e.g. in Big 4 organizations where I come from), as a manager one is trained to give specific examples and suggestions for alternate ways to handle situations, when pointing out weaknesses or cause for comments.
Either your reviewer is a poor performance reviewer, or they did this intentionally, as a means to vaguely officially document your problems with a pointer to fix, i.e. 'to halt', so there could be official grounds for dismissal.
'Toxic' is also quite a strong word, in comparison to say, 'insensitive' or 'abrasive', to give out to someone in a performance review without giving specific examples.
If you have a mentor, or supervisor, you are close to, and can trust, you can ask their thoughts on how you display toxic behavior.
It seems you care about your responsibilities and product, so would hate to have you blindsided of what could come next.
In any case, good luck, but keep your eyes, ears, and most importantly, options open!
If you have a mentor, or supervisor, you are close to, and can trust, you can ask their thoughts on how you display toxic behavior.
It seems you care about your responsibilities and product, so would hate to have you blindsided of what could come next. In any case, good luck, but keep your eyes, ears, and most importantly, options open!