Which factor is least likely to improve employee engagement?

Promoting exclusive project teams is least likely to improve employee engagement because it can create divisions within the workforce. When teams are exclusive, it can lead to feelings of isolation or competition among employees who are not included in these teams. This approach may foster a sense of belonging among those selected but can alienate others, thereby reducing overall morale and engagement across the organization.

In contrast, regular feedback mechanisms, open-door policies, and empowerment in decision-making are all practices that generally enhance engagement. Regular feedback helps employees feel valued and informed about their performance, open-door policies encourage communication and trust between employees and management, and empowering employees in decision-making gives them a sense of ownership and responsibility in their roles. These factors collectively drive higher engagement, while exclusivity does not foster that inclusive atmosphere necessary for widespread employee commitment and satisfaction.