Almost half of the workers in Panama He rates his bosses negatively and seven out of ten considers resigning due to labor conflicts, according to a study by Konzerta. The results become relevant in the context of Boss’s Day, the April 27and Labor Day, May 1. The figure shows a slight improvement compared to the 52% registered in 2025.
Within this perception, the 30% qualifies leadership as “regular” and 19% as “bad”. The main criticisms include authoritarian management styles (49%), lack of listening (48%) and absence of support (44%). They also point out deficiencies in team training, trust in collaborators and job recognition.
This context impacts employment stability. He 71% of Workers in Panama indicate that they are considering resigning due to a bad relationship with their bossa trend that is also repeated in the region, with higher figures in Chile (83%), Argentina (73%), Peru (72%) and Ecuador (62%), which shows that weaknesses in leadership are not an isolated phenomenon, but shared in the countries analyzed.
“The relationship with leaders and bosses continues to be decisive for the well-being of talent in organizations”he stated Jeff Alejandro MoralesMarketing Manager at Konzerta.
The study, based on the participation of more than 3,000 workers and human resources specialists from five countries, shows that the problem not only lies in perception, but also in the lack of evolution of leadership within organizations.
Despite the critical outlook, workers are clear about what they expect from a leader. He 64% values that it contributes to their personal and professional growth, while the 63% prioritize the ability to listen. Other relevant qualities include effective communication, recognition and trust in the team.
However, this expectation contrasts with the perception of human resources specialists: the 76% considers leadership in their organizations to be average or poor, suggesting a gap between what is expected and what is practiced.
The study also reveals a striking fact: the 92% of workers in Panama believe they have the necessary capabilities to lead, one of the highest levels in the region. Their motivations include contributing to organizational success (70%) and supporting the development of others (68%).
This self-perception suggests an untapped potential within organizations, which could be key to renewing leadership styles.
At the organizational level, leadership development is still limited. 55% of companies do not implement strategies to strengthen these skills in their middle or senior management. Among those that do, workshops and training predominate (46%), followed by mentoring programs (23%).
Specialists agree that good leadership is reflected in the work environment (83%) and team results (72%), which positions this aspect as a critical factor for productivity and talent retention.
