Providing performance feedback in a way that leads to improved performance is an integral aspect to the success of an organization. Past research shows the feedback does not always improve employee performance. Characteristics of feedback can direct attention away from improved performance and toward attention to the self. This study examined the impact of characteristics of feedback delivery on individuals’ tendency to use impression management strategies (exemplification, self-promotion, ingratiation, supplication). The results indicate that participants did not use impression management differently when feedback was delivered publicly versus privately. However, participants reported a higher likelihood to use ingratiation and self-promotion strategies after receiving negative than positive feedback. Discussion of results, along with limitations and directions for future research, are discussed.