Quick, 20 minutes 1-on-1 with your team will give you the update of the last few projects. It won't help you understand deeper problems to fix in yourself, the way you run your team and discuss factors one would have working against their performance.
In one of the recent 1-on-1 with a team member, I picked something. I was told that frequent design reviews with me were intimidating. I realised my way of giving feedback made them cautious, creating unnecessary expectations to be always right. I'm trying to fix it. The 1-on-1 lasted 3 hours.
I am not a believer in the traditional catch-up (because you have to since you're their manager). This leads to situations when your team members lose direct touch with you and think of you as the boss who's going to show up when things go wrong.
I've known instances when one would only show genuine care at the time of annual performance assessments or "required" HR surveys. It is heavily transactional, and both parties try hard to show concern, give mostly work output feedback leaving a trail of dissatisfaction.
Care genuinely about the people you work with. Understand them, listen to them, and question how you can make their lives better at work. One less meeting, one extra hour of focused work, could change a lot.