The problem here isn't the feedback. The problem is the surprise. It's on your management chain to reduce surprise. Concrete achievable actions on your part are:
* Ask for weekly 1-1s with your manager
* Proactively bring up the subjects of difficulty here.
* This means you bring up the subject of how long it's taking etc.
* Don't be afraid to look stupid. It's her job to make you non-stupid if you are.
* Ensure progress is both real and visible to every level. It might not be that easy for someone fresh out of uni.
* Don't get too down on it. You are at the beginning of your career. 10 years from now it'll be a memory you can only bring up with conscious thought.
* Ask for weekly 1-1s with your manager
* Proactively bring up the subjects of difficulty here.
* Ensure progress is both real and visible to every level. It might not be that easy for someone fresh out of uni.* Don't get too down on it. You are at the beginning of your career. 10 years from now it'll be a memory you can only bring up with conscious thought.