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Change is inevitable in any business organizations to grow sustainably and build competitive advantage. Reluctance to change will adversely affect the organizations in competition. PT Sanggar Sarana Baja, a company established in 1977, realized the necessity of change. In the last five years, the Company has been performing continuous changes to pursue its transformation in becoming a leading engineering company in the mining, oil and gas industries. The Company has been performing proper communication on change management during the period. However, its engineers have not fully utilized the integrated engineering software. This affects the collaborative working environment and performances of the organization. According to interviews with relevant officials, there was a lack of communication on the process. Hence, this research aims to investigate the influence of leadership communication on feeling valued and involved, and on employee engagement. The three variables are considered suitable in illuminating the phenomena under research. The quantitative research is applied to analyze the relationship among the variables by surveying 100 employees of the company located in Jakarta Head Office and its workshop in Banten. The findings indicate that feeling valued and involved mediate the positive and significant impact of leadership communication on employee engagement. The study also reveals that leadership communication does not have positive and significant effect on employee engagement. This research provides empirical evidence on the relationships among the three variables in the context of an engineering company in Indonesia, which contributes to the theory and practice of leadership communication and change management.