I've come across many (most?) managers who believe such are incapable of hearing a contrasting/contradictory message or recognising anyone who isn't responsive to more one-on-one time.
Now, i'm not saying that more one-on-one time isn't helpful with many employees. Nor am I saying that your experience isn't true.
But given that its in direct opposition to my own experience, i'm guessing its either a low-probability thing, that we're in different jobs/fields, different cultures, that some of your staff are either shutting up and bearing it just to get a paycheck, or the ones that disagree with you have quit/resigned/gotten another job/transferred.
We are all limited by our experiences and I am only talking about mine. My experience is that spending significant time with employees one-on-one is critical to being a good manager, but I am sure others have had different experiences.
Now, i'm not saying that more one-on-one time isn't helpful with many employees. Nor am I saying that your experience isn't true.
But given that its in direct opposition to my own experience, i'm guessing its either a low-probability thing, that we're in different jobs/fields, different cultures, that some of your staff are either shutting up and bearing it just to get a paycheck, or the ones that disagree with you have quit/resigned/gotten another job/transferred.