I want to see some changes made to the management structure. I am new to NOV, so I don't know all of the history yet, but I can see that the company is top heavy. In the last round of layoffs, I didn't see any managers clearing out their desks. Now we are trying to carry on the same work load with fewer "hands on" people. The managers have more time to schedule meetings so that they know what is going on, but this only reduces the amount of time the "hands on" people have to get things done.
I believe that the layoffs were said to have been done in a "smart" way so that NOV would be poised to grow when the market rebounded. This "smart" way was to keep all of the management in place. But in my opinion, this is not the smart way. When the market rebounds, we will need to focus on making products, not training the new hires. It is easier to promote from within a growing group than it is to bring in a bunch of new entry level people. Also, if we are trying to reduce expenses, isn't it better to look at the cost of salaries?
What is done, is done. We are left with a greater percentage of managers than we had before the layoff. What can be done about it? Have those managers get out on the floor and contribute, getting their hands dirty, learning how the tools and software really work. Assign them tasks that haven't been done because of lack of resources. The managers that don't have anything to contribute can stand in line at the next "random" drug screen, and hopefully grab a couple of boxes to pack up their personal items.