Research in organizational behavior and human resources promotes the view that it is critical for managers to provide accurate feedback to employees, yet little research addresses rater tendencies (i.e., the "mum effect") and attitudes that influence how performance feedback is given. Because technology has changed the nature of communication in organizations (e.g., feedback given by e-mail), there is a need to determine how a feedback giver's preference for the delivery medium might influence the message. In this article, we develop three scales measuring the mum effect, discomfort with giving feedback, and feedback medium preference to determine feedback givers' tendencies, which may be used to improve feedback delivery. We then used these scales in a feedback situation. Findings are reported and practical implications discussed. (Contains 5 tables.)