I think I can provide you with a good example. For instance, on Weekly Staff meeting team usually reviews its metrics. One of the metrics we review is a Queue Length(number of tickets at a specific stage). From the dashboard, we see that InProgress queue is growing the second week in a row. In this case, we start a fruit-full discussion on how to reduce it. If we can't find an answer on the meeting we should continue on Adhoc Topical meeting. For this meeting, we can assign a couple of people to dig deep in the topic and prepare some data and solutions for Adhoc Topical. Does it make sense to you?
I guess it depends on what kind of connection you have with your manager. I saw managers who would rather fire people if they feel they would be happier ion another place.
From my past experience as an Engineering Manager, I can say that some people wait for 1-on-1 meetings and these questions to clarify some things. Not everyone is ok to share their thoughts immediately.
I agree, not only these kinds of questions we should ask, but also we should have data and objective results. Adding data and caring about people personally make the best managers I've ever seen.