by Naomi Reed, Director of Risk Management Services, Municipal Association of SC
At the recent Municipal Association of SC Risk Management Services Annual Meeting, one conversation stood out as a clear example of how mentorship can strengthen local government organizations, as Jennifer Leland, human resources director for the City of Goose Creek, shared how mentorship has shaped her growth in this role.
She credited her colleagues Rebecca Mejia-Ward, previously the human resources director for the City of Fountain Inn, and Wynette DeGroot, who works in HR in Goose Creek, for helping her build the knowledge and confidence needed to succeed in her role.
Leland’s story echoed advice from Steven Simon, senior risk control manager with Safety National. After more than 25 years in the safety field, Simon said the most powerful way to improve worker safety is through coaching and mentoring.
“When you have an environment where you’re coaching and mentoring employees and giving them feedback, helping them thrive and excel, you’re going to have an all-star employee,” Simon told Insurance Journal.
Listening to employees, he added, is key: “They’re closest to the risk, and they should have the most to say about how the job gets done.”
In local government, mentorship is more than professional development, it’s a proactive way to reduce organizational risk. When employees have trusted guides, who can help them understand policies, procedures and safety requirements, they are less likely to make mistakes that lead to financial loss, workplace injuries or liability claims.
In Leland’s case, she said Goose Creek City Administrator Natalie Ziegler encouraged her to seek mentorship, and Fountain Inn City Administrator Shawn Bell also supported the effort. Mejia-Ward expanded the idea by hosting a handbook training that invited HR professionals from across the state to share best practices and learn together. This type of collaboration helps employees apply policies correctly, stay compliant and feel more confident in their work.
From a workers’ compensation standpoint, mentorship of HR professionals can also improve safety outcomes. Employees who feel supported are more likely to speak up about hazards and help create safer work environments. That communication loop between frontline staff, supervisors and mentors can prevent small problems from turning into injuries or costly claims.
In Simon’s discussion of mentorship among risk management personnel, he noted that some of the safest organizations he had seen are not the largest or most technologically advanced, but rather the ones that listen to and invest in their people. Even smaller cities and towns can achieve strong safety results when they put employees first, provide the right tools and avoid shortcuts.
Mentorship can also reduce liability risks. Staff who understand procedures and have someone to turn to when questions arise will be more likely to make sound decisions. In local government, where regulations and accountability are constant factors, this guidance can make the difference between smooth operations and costly missteps.
Leland said her experience shows how valuable mentorship can be. Her peers and colleagues provided both practical advice and strategic perspective, she said, helping her navigate challenges and strengthen her department’s compliance practices. She explained that having experienced mentors helps emerging professionals learn faster, build confidence and share responsibility for getting things right.
Investing in mentorship can help keep employees engaged, reduces turnover and builds a culture of safety and accountability.
As Simon put it, every organization has a choice: “It’s either pay now or pay later.”
By investing in mentorship today, cities and towns can reduce the frequency and severity of future injuries, claims and disruptions tomorrow. When leaders listen, coach and support their teams, they protect both their employees and the communities they serve.