Being an administrator or a manager of a company. How would you handle the employees who drive you crazy?

Be patient and get strong hearing capabilities, always be professional try to not take anything personally

interacting with employees all the time makes the barriers disappear, thus employees tend to get friendly and show less work spirit. 

Keeping a distant between you and your employees will protect your mental health, also, a good office manager or secretary should help a little by lowering interactions, a manager need to use his power and personality to show subordinates he's a leader and will be on their side when needed, but will not tolerate mistakes. 

I’m a big fan of taking notes, and will rarely go anywhere around the office without my trusty notebook and pen in hand. While it’s obvious why this is beneficial in a meeting, I was surprised to realize my notebook had handy meditative powers, too.

A few years back, I was relatively new as a manager, so I hadn’t come across too many employees I didn’t really like, but one guy was a definite non-favorite. Among many other things, he was a talker. Every time he came by my desk to ask me “a question,” I’d find myself nodding off 20 minutes later, without a clue what he really needed. Not good.

So, I started keeping my notebook handy on my desk. Whenever he came by, I’d politely stop him, grab my pen, and start taking notes of our conversation.

My goal was twofold; first, I wanted to keep myself on track and force myself to pay attention to what he was saying—after all, I was still his manager, and I was there to help him—and secondly, I hoped that my furious note taking would help keep him on track, too. After all, it’s hard to ramble on and on when you know someone’s transcribing your every word.

One of the hardest tasks when dealing with your least favorite employees is making sure you give them the attention they deserve. Keep a pen and notebook handy, and you’ll not only make sure you’re paying attention, but you’ll have a sly diversionary tactic to keep your mind off how annoyed you are at the conversation.

I know, this probably sounds strange, but if done correctly, it can be an elegant solution to dealing with your least favorite employee.

I stumbled across this tactic after I’d been a manager for a while and was lucky enough to have some great people working with me, including my second in command. She was always eager to learn and jumped at any opportunity to take on additional responsibilities. So, when I was getting frustrated with a particularly irksome employee, she asked if she could take a stab at coaching. The issue we were dealing with at the time was minor and, she suggested, a perfect opportunity for her to try her hand at managing.

This, it turned out, was a great approach. Not only did she get the chance to gradually test the management waters, I was able to observe and guide her throughout the process. And an unexpected benefit? I learned a ton watching her deal with this employee. She approached him in a completely different way, which he responded to quite well. I ended up adopting some of her techniques, and he and I eventually ended up getting along pretty well.

The lesson here is, when all else fails, don’t be afraid to call on someone else to pinch hit. Just remember, this should be used as a learning opportunity for both you and your (temporary) substitute, so don’t fall into the trap of just passing off all your difficult employees to other people.

When you manage, all your employees probably won’t be stars, and some of them will likely drive you crazy from time to time. Keep these tips in mind when you’re getting frustrated with one (or, um, all) of your employees, and they’ll never have a clue they aren’t your favorite.

You talk to them and let them understand the goal of the company and he also has to follow chain of command. You just have to be calm at all times.

The only way is become a leader, not a manager if you become the leader then you can easily get the objectives as well as you will be a able to develop a devoted team. Other hand you will have to work hard to get objectives as well as never will be able to get a good team.

first things first correct the question of yours which should be "OR"i better set the Goal in- front of them not the far away one but Small ones letting them occupy their time with their Job not their actions.

Site Engineer ensures the site work is going on according to the approved drawings.

Project Engineer plans and shedule the project and further gives directions to Site Engineer for completing the project.

Site Engineer ensures the site work is going on according to the approved drawings

When someone is DRIVING YOU CRAZY, first thing to ask is who is to blame, you or that person. When you know the answer to that, proceed with whatever action best suits the situation.

On a personal note, it is amazing how many people give themselves the benefit of presumed innocence in relationship issues. In other words, how many people assume that there is nothing wrong with them, and everything is wrong with the others!

(medice, cura te ipsum)

the role of each individual has to be very clear in the organization and the manager has to be aware of the parameters to judge each employee, periodic checking and review of the jobs done will keep the worker on his toes, also discussing ways to make him more efficient will develop his confidence and take care of his negative mindset.

Cool down, call them for a one-on-one, then talk to them about how the depends on your cooperation. You may also encourage those close to them to engage them to get to the bottom of their concerns and problems.