This study examined the factors influencing employee turnover in family-owned businesses, using
Naivas Supermarket as a case study. The research was guided by three objectives: to assess the
influence of family dynamics, evaluate the role of succession planning, and explore the effect of
leadership style on employee retention. A mixed-methods approach was employed, with data
collected from a stratified sample of 40 employees across managerial, support, and frontline roles.
Quantitative data were analyzed using descriptive statistics, Findings revealed that while family
dynamics particularly internal conflicts and perceptions of favoritism contribute to turnover, they
are secondary to more structural factors. Succession planning, including mentorship, training, and
promotion opportunities, emerged as the most critical determinant of employee retention, followed
closely by leadership style. Participative and transformational leadership approaches significantly
enhanced employee morale, trust, and commitment. Demographic trends showed a predominantly
young workforce, highly motivated by career progression and organizational culture. The study
concludes that employee turnover in family-owned enterprises is driven more by professional
development gaps and leadership practices than by internal family issues alone. Recommendations
include implementing formal succession plans, investing in leadership development,
professionalizing conflict resolutions among family stakeholders, and fostering a participatory
work culture. These strategies are essential for sustaining talent, improving employee loyalty and
ensuring organizational stability in family run businesses.