Raise a team member's performance concern the right way

You need to raise a performance issue with someone on your team and want it fair and constructive, not crushing. This rewrites your message three ways, assertive that names the gap and sets a clear timeline, diplomatic that opens supportively before getting specific, and a middle version, so you address it in the right register.

I need to raise a concern about a team member's performance and want to do it in a way that is fair and constructive.

Team member's role: {TEAM_MEMBER_ROLE}
The performance issue: {PERFORMANCE_ISSUE}
Impact on the team or project: {IMPACT_DESCRIPTION}
My draft message: {MESSAGE_DRAFT}

Rewrite this message in three versions:
1. Assertive: names the gap directly, sets clear expectations and a timeline for improvement
2. Diplomatic: opens with curiosity about what might be behind the issue, then states what needs to change
3. Neutral: describes observed behaviour and its impact factually, asks for a conversation to resolve it

Label each version clearly. Keep all three under 150 words each. End with one sentence on which tone is most appropriate at different stages of a performance process.