The crisis caused by the coronavirus pandemic (COVID-19) has significantly affected the operations of organizations around the world since the early months of 2020. In the "lockdown" period from March to May of 2020 in the Republic of Croatia, the Government of the Republic of Croatia adopted a series of measures through the authorized Civil Protection Headquarters and in cooperation with institutions and banks as a response to the failing economic situation caused by the crisis. Declared pandemic affected people and organizations all over the world. Although crisis situations are a common occurrence in the life of every organization, successful organisations must know how to deal with crisis. In order to be successfull in crisis situations organizations require knowledge about the course of crisis and effective crisis management. Crisis management is a process that provides guidelines in all periods of crisis. One of the essential components of crisis management is the crisis communication plan and the education of managers. It is possible to communicate in several ways and with several channels. However, effective communication implies knowing when and how to communicate with key stakeholders. Effective crisis communication saves the time and resources for the organization and contributes to employee transparency and safety, which are key prerequisites for a high level of employee engagement. The goal of research is to investigate the impact of crisis communication on employee engagement by testing four hypotheses. The research results provide an interesting picture of employees in the Republic of Croatia during the so-called "lockdown" period due to the pandemic caused by corona virus. It can be said that there is a link between the influence of clear, transparent and timely information communicated by managers on the work engagement of employees, however, the hypothesis which states that the number of communication channels is important can also be rejected. There is a significant difference in the impact of work engagement depending on the type of organization in which the employees work, while in relation to the size of the organization we see a difference in the distribution of work engagement, but the average values of work engagement do not differ depending on the size of the organization. The effectiveness of crisis communication is a reflection of the knowledge and readiness of managers and organizations in dealing with a crisis. It can be said that organizations that take care of their employees are more likely to survive in changing market and operate more successfully in times of crisis.