The concept of employee engagement has been taken into consideration since 1990. The engagement of employees also affects the performance of the organization and its competitiveness. In this context, communication is an important and valuable tool for the organization to provide information to an employee and also effectively respond to employees for their information or message. Hence, internal corporate communication is a process that arranges an effective communication medium between existing employees of the organization and its top decision-makers. It also influences the relationship between employees and the organization, affecting employee engagement in an organization. Strategic use of communication systems within corporate organizations brings competitiveness and enhances the productivity of the organizational employees.

Employee Engagement

Effective communication enhances mutual understanding and coordination among the organization’s functional or operational teams, significantly influencing organizational performance and competitiveness.

Present-day business produces various new and challenging demands on the front end of the organization, and employee performance effectiveness and employee engagement are among them.

Various organizations around the world adopt strategic measures to achieve and sustain organizational productivity and performance and thus attempt to enhance the efficiency of their functional teams or employees.

Global enterprises have started acknowledging the importance of employee engagement and the critical role of internal corporate communication in achieving it.

Contemporary studies in business management propound a significant relationship between internal corporate communication, employee engagement, and emotional intelligence, which also facilitates effective contribution to the organization’s overall performance.

To understand the relative significance of corporate communication over the employee engagement aspects of the organizations, an attempt will be made to analyze the same in consideration of Eskom as the organization.

Eskom

Eskom is an electricity producer in the African subcontinent, serving most South Africa and other small African countries. It was established by the South African government in 1923, and its name was changed in 1986.

In 2001, Eskom received an award from Global Power Company because of its commitment and working standards related to Ethics, accountability, transparency, and fairness toward its stakeholders.

It produces 95% of the total electricity of South African people and 45% of the electricity of all African countries. Because of this, Eskom is a part of the top ten ranks in the world in the context of electric generation capacity and has achieved nine ranks in the rank of electricity selling.

It has a large group of employees who help the organization effectively deliver electricity to customers and resolve their issues related to electricity drops.

Behind Eskom’s success are many efforts from its employees, who also believe that Eskom has success due to its collective approach and its engagement in operational activities.

Eskom provides its services locally, so it is very important for the organization to manage its affairs. To achieve the organizational vision, the organization also uses a push/pull communication method.

To achieve effective communication between management and employees, Eskom uses several formal communication methods as an effective communication tool.